Internship Report on the Human Resource Department of City

Bank Limited

Course: BUS489.21
Semester: Fall 23

Submitted to: Tajuddin Ahmed

Submitted By: Shamiha Ali

ID: 1912226630

Date of Submission: 11/06/2023

Contents

INTRODUCTION 3

THE PERSON WITH WHOM I HAVE INTERACTED IN THE

ORGANIZATION 15
RECOMMENDATIONS 25
Appendix 35

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 Introduction

City Bank is a well-known financial organisation with global operations that provides a variety of
banking and financial services. City Bank was founded with a long history and a significant influence
in the banking sector. It is known for its dependability, innovation, and dedication to its clients.
Founded in 1983, City Bank has evolved into one of the leading banking organisations, providing
comprehensive financial solutions to individuals, businesses, and corporations. With its headquarters
located in Gulshan, City Bank has expanded its operations to multiple countries, establishing a network
of branches and subsidiaries worldwide. City Bank's core services encompass retail banking, corporate
banking, investment banking, and wealth management. These divisions cater to diverse customer
segments, tailoring their offerings to meet the specific needs and goals of each clientele.

In the realm of retail banking, City Bank delivers a wide array of services to individual customers.
These services include personal checking and savings accounts, credit cards, mortgages, consumer
loans, and investment options. The bank's user-friendly digital platforms and mobile applications
facilitate convenient banking experiences, allowing customers to access their accounts, make
transactions, and avail themselves of various financial services from the comfort of their homes.
For corporate clients, City Bank offers an extensive suite of corporate banking solutions, including cash
management, trade finance, treasury services, commercial lending, and international banking. The
bank's expertise in this area enables businesses to streamline their financial operations, manage risks,
and drive growth effectively.

Furthermore, City Bank's investment banking division offers specialised financial advisory services,
capital raising solutions, mergers and acquisitions guidance, and underwriting expertise. Through this
division, the bank supports corporate clients in navigating complex financial transactions and capital
markets, enabling them to seize strategic opportunities and achieve their business objectives.
Additionally, City Bank provides comprehensive wealth management services, catering to high-net-
worth individuals and institutional investors. These services encompass investment planning, portfolio
management, estate planning, retirement planning, and trust services. The bank's team of experienced
professionals assists clients in optimising their investment strategies and preserving wealth over the
long term.
City Bank places great emphasis on technological innovation, constantly adapting to the evolving needs
of its customers. By harnessing the power of digital banking, the bank offers secure and efficient
solutions, enabling seamless transactions and real-time access to financial information.
In addition to its commitment to customers, City Bank is actively involved in corporate social
responsibility initiatives. The bank strives to make a positive impact on society through various
philanthropic endeavours, focusing on education, healthcare, environmental sustainability, and
community development. With its extensive range of financial services, global presence, customer-
centric approach, and dedication to innovation, City Bank continues to be a trusted partner for
individuals, businesses, and institutions alike, empowering them to achieve their financial aspirations
and navigate the ever-changing financial landscape.

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A student's transition from academic life to the business world happens during their internship. Student
knowledge of what lies ahead in the actual world up until this point is often limited. Whether it is the
office atmosphere, corporate culture, or the rivalry. Thus, the experience of an internship helps students
get ready for the future and the requirements of the corporate world. I gained insight into the business
world through my internship at The City Bank Limited (CBL).

I was in the Human Resource department, there are mainly 3 teams inside the HR department. Those
are the Recruitment team, Operations development team, Operations Strategy team. I was in the
recruitment team for the past 4 months. There are 6 members in this team and I was the only intern at
that time. In the HR department there are approximately 20-25 members including the contractual staff
and peon.

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 The weekly Journal

Week 1

Day 1: Initiated the background verification process for selected candidates, liaising with external
agencies and ensuring timely completion. Collaborated with the HR team to gather necessary
information and documentation from the candidates. Verified the accuracy of the provided information
and submitted it to the external agencies responsible for conducting background checks. Maintained
regular communication with the agencies to monitor the progress of the verification process and ensured
that all required checks were completed within the set timelines.

Day 2: Prepared offer letters and contracts for approved candidates and facilitated the necessary
paperwork. Reviewed and finalized the terms and conditions of employment, including compensation,
benefits, and employment agreements. Prepared offer letters and contracts in compliance with the
company's policies and legal requirements. Coordinated with the hiring managers and candidates to
address any questions or concerns related to the offer. Assisted the candidates in completing the required
paperwork and collecting any additional documents needed for their employment file.

Day 3: Coordinated the onboarding process for new hires, including orientation sessions, IT setup, and
necessary documentation. Collaborated with various departments to ensure a seamless onboarding
experience for new employees. Scheduled orientation sessions to familiarize the new hires with the
company's culture, policies, and procedures. Coordinated with the IT team to set up necessary
equipment, email accounts, and access to internal systems. Collected and verified the required
documentation, such as identification proofs and employment eligibility forms, to comply with legal
and regulatory requirements.

Day 4: Conducted follow-up calls with new hires to ensure a smooth transition and address any initial
concerns. Reached out to the newly onboarded employees to check their progress and address any
queries or challenges they might be facing. Provided guidance and support to help them acclimate to
their roles and the company's environment. Addressed any initial concerns or issues they raised and
directed them to the appropriate resources for further assistance. Took note of their feedback and
suggestions to continuously improve the onboarding process.

Day 5: Attended a team meeting to discuss recruitment metrics, progress, and any challenges faced.
Participated in a team meeting to review and analyse recruitment metrics, such as time-to-fill, candidate
quality, and source effectiveness. Shared updates on the progress of ongoing recruitment activities and
discussed any challenges or bottlenecks encountered. Collaborated with team members to brainstorm
solutions and strategies to improve recruitment effectiveness and efficiency. Discussed best practices
and lessons learned from recent recruitment experiences. Aligned on priorities and action plans for the
upcoming week.

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 Week 2:

Day 1: Compiled feedback from hiring managers regarding the interviewed candidates and prepared
assessment reports. Conducted thorough discussions with hiring managers to gather their insights and
evaluations of the candidates they interviewed. Analyzed and consolidated the feedback received,
highlighting key strengths, areas of improvement, and overall suitability of each candidate for the
respective positions. Prepared comprehensive assessment reports that provided a clear and objective
summary of the candidates' qualifications, skills, and potential fit within the organization.

Day 2: Conducted reference checks for selected candidates and documented the findings. Reached out
to the provided references to verify and gather additional information about the candidates' past work
experience, skills, and overall performance. Conducted structured interviews with the references to gain
insights into the candidates' professional qualities, work ethics, and interpersonal skills. Documented
the reference check findings in a standardized format, ensuring confidentiality and accuracy of the
information obtained.

Day 3: Assisted in organizing and coordinating assessment centers for certain positions, including
logistics and participant management. Collaborated with the assessment center team to plan and arrange
the necessary logistics for the assessment centers, such as venue selection, scheduling, and materials
preparation. Coordinated participant registrations and communicated all relevant details to the
candidates. Ensured smooth coordination and timely execution of the assessment center activities,
addressing any logistical challenges or issues that arose.

Day 4: Participated in assessment center activities, observing candidates' performance in various

exercises. Actively engaged in the assessment center activities, closely observing candidates'
performance in different exercises, simulations, and group discussions. Assisted in facilitating the
smooth running of the assessment center, ensuring candidates understood the instructions and had a
comfortable environment to showcase their skills and abilities. Took detailed notes on candidates'
performance, capturing their strengths, weaknesses, and potential for future roles.

Day 5: Collaborated with the recruitment team to evaluate assessment center results and finalize
candidate selections. Worked closely with the recruitment team to review and evaluate the assessment
center results in conjunction with the other stages of the selection process. Participated in discussions
and decision-making processes to determine the most suitable candidates for the positions based on a
comprehensive assessment of their performance, feedback, and references. Collaborated with team
members to reach a consensus on the final selections, ensuring fair and objective decision-making while
considering the organization's requirements and goals.

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 Week 3

Day 1: Initiated the background verification process for selected candidates, liaising with external
agencies and ensuring timely completion. Collaborated with the designated external agencies to initiate
the necessary background checks, such as employment history verification, educational qualifications
verification, and reference checks. Ensured all required documentation and consent forms were
provided to the agencies to initiate the verification process. Monitored the progress of the background
checks, following up with the agencies to ensure timely completion and obtain the verified reports.

Day 2: Prepared offer letters and contracts for approved candidates and facilitated the necessary
paperwork. Prepared personalized offer letters and employment contracts for the candidates who were
approved for the positions. Ensured that all relevant information, including salary details, benefits, and
employment terms, were accurately included in the documents. Coordinated the distribution of the offer
letters to the candidates and facilitated the paperwork process, guiding them through the necessary
documentation and addressing any questions or concerns they had.

Day 3: Coordinated the onboarding process for new hires, including orientation sessions, IT setup, and
necessary documentation. Organized and facilitated the onboarding process for new hires, ensuring a
smooth transition into the organization. Conducted orientation sessions to familiarize them with the
company's policies, culture, and values. Coordinated with the IT department to set up the necessary
systems, accounts, and access privileges for the new employees. Assisted the new hires in completing
all required documentation, such as tax forms, employee contracts, and benefits enrollment forms.

Day 4: Conducted follow-up calls with new hires to ensure a smooth transition and address any initial
concerns. Reached out to the newly onboarded employees to check on their progress and address any
questions or concerns they may have had during their initial days at the organization. Provided guidance
and support, ensuring they were settling in well and had the necessary resources to perform their roles
effectively. Addressed any issues or challenges they encountered, collaborating with relevant teams to
find appropriate solutions.

Day 5: Attended a team meeting to discuss recruitment metrics, progress, and any challenges faced.
Participated in a team meeting with other members of the recruitment team to review the progress of
ongoing recruitment activities. Shared updates on the recruitment metrics, such as the number of
positions filled, time-to-fill, and quality of hires. Discussed any challenges or bottlenecks encountered
during the recruitment process and collaborated with team members to identify strategies for
improvement. Brainstormed ideas to enhance recruitment effectiveness and efficiency while ensuring
alignment with organizational goals.

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 Week 4

Day 1: Participated in a training session focused on sourcing strategies and best practices in recruitment.
Engaged in a comprehensive training session led by a recruitment expert, gaining insights into various
sourcing strategies to attract top talent. Explored innovative techniques for candidate search, including
leveraging social media platforms, professional networks, and online job portals. Learned about the
importance of candidate engagement and employer branding in the sourcing process, equipping oneself
with the knowledge to effectively identify and engage with potential candidates.

Day 2: Conducted market research to identify potential talent pools and recruitment sources for specific
positions. Conducted thorough research on industry trends and competitor analysis to identify potential
talent pools and recruitment sources. Analyzed market data and industry reports to gain a deeper
understanding of the availability and demand for specific skill sets. Utilized this information to develop
targeted sourcing strategies and identify potential channels to attract qualified candidates. Collaborated
with the recruitment team to share findings and brainstorm effective approaches to reach and engage
with the desired talent.

Day 3: Attended a webinar on effective interviewing techniques and conducted mock interviews to
enhance skills. Participated in a webinar conducted by interviewing experts, learning about effective
interview techniques, question formulation, and evaluation methods. Gained insights into behavioral
and competency-based interviewing approaches to assess candidates' skills and fit with the organization.
Engaged in mock interview sessions with colleagues, practicing the newly acquired techniques and
receiving constructive feedback to refine interview skills.

Day 4: Collaborated with the employer branding team to create engaging job advertisements and
postings. Collaborated with the employer branding team to develop compelling and informative job
advertisements and postings that attract the attention of potential candidates. Leveraged knowledge of
the target audience and job requirements to create engaging content that highlights the organization's
values, culture, and unique selling points. Incorporated persuasive language and visual elements to
make the job postings stand out and resonate with the desired talent pool.

Day 5: Assisted in reviewing and updating recruitment policies and procedures to ensure compliance
and efficiency. Worked closely with the HR team to review existing recruitment policies and
procedures, ensuring they align with industry best practices and legal requirements. Conducted a
thorough analysis of the recruitment workflow, identifying areas for improvement and streamlining
processes for enhanced efficiency. Collaborated with key stakeholders to propose updates and revisions
to the policies and procedures, taking into consideration feedback from recruiters and aligning them
with the organization's goals and objectives.

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 Week 5:

Day 1: Attended a recruitment fair to promote City Bank's employer brand and connect with potential
candidates. Actively engaged with attendees, showcasing the bank's values, career opportunities, and
employee benefits. Provided information about the bank's culture, mission, and growth prospects,
emphasizing its commitment to diversity and inclusion. Networked with job seekers, collected resumes,
and initiated conversations to identify potential matches for current or future positions. Represented
City Bank as a brand ambassador, leaving a positive impression on candidates and building relationships
with external talent.

Day 2: Conducted preliminary phone screenings of candidates sourced from job fairs and networking
events. Utilized the bank's applicant tracking system to review resumes and identify suitable candidates
for specific roles. Conducted phone interviews to assess their qualifications, skills, and cultural fit with
the organization. Asked relevant questions to gauge their interest in the position and their alignment
with the bank's values. Made preliminary assessments based on their responses and shortlisted
candidates for further consideration.

Day 3: Participated in panel interviews with hiring managers for final candidate selection. Collaborated
with hiring managers to conduct in-depth interviews with shortlisted candidates. Utilized behavioral
and competency-based interview techniques to assess their skills, experience, and potential for success
in the role. Actively listened to their responses, probed for more information, and evaluated their
suitability for the position. Provided valuable insights and perspectives during the panel discussions to
help hiring managers make informed decisions.

Day 4: Conducted feedback sessions with candidates who were not selected, providing constructive
feedback. Demonstrated professionalism and empathy by reaching out to candidates who were not
selected and offering them the opportunity to receive feedback on their interview performance. Shared
specific areas of improvement and suggestions for enhancing their future prospects. Ensured the
feedback was delivered in a constructive manner, focusing on actionable steps for their professional
development. Maintained a positive and encouraging tone, leaving candidates with a favorable
impression of City Bank and its commitment to candidate experience.

Day 5: Assisted in creating and updating recruitment reports and metrics to track team performance and
progress. Collaborated with the HR team to compile data on recruitment activities, including the number
of candidates sourced, interviewed, and hired. Prepared reports and visual presentations to communicate
key recruitment metrics to stakeholders. Analyzed data to identify trends, bottlenecks, or areas requiring
improvement. Utilized the bank's HRIS and reporting tools to ensure accurate and up-to-date
information. Contributed to discussions on recruitment strategies and proposed enhancements based on
the analyzed data.

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 Week 6

Day 1: Collaborated with the HR team to plan and execute diversity and inclusion initiatives in the
recruitment process. Participated in brainstorming sessions to identify strategies and actions that
promote diversity and inclusivity throughout the recruitment cycle. Assisted in developing guidelines
and policies that support equal opportunities for all candidates, regardless of their background. Worked
closely with the HR team to integrate diversity goals and metrics into the recruitment strategy, ensuring
that diversity is prioritized at every stage of the process.

Day 2: Conducted diversity-focused recruitment campaigns, targeting underrepresented groups.

Collaborated with the employer branding team to design and implement targeted marketing campaigns
aimed at attracting candidates from diverse backgrounds. Utilized various channels such as social
media, job boards, and industry-specific platforms to reach out to underrepresented groups. Crafted
inclusive messaging and visuals that highlight City Bank's commitment to diversity and inclusivity.
Monitored the campaign's performance and made adjustments to maximize its impact.

Day 3: Assisted in creating and delivering training sessions for hiring managers on unconscious bias
and inclusive recruitment practices. Collaborated with the HR team and subject matter experts to
develop comprehensive training materials on unconscious bias, diversity, and inclusive recruitment.
Assisted in delivering interactive training sessions to hiring managers, focusing on raising awareness
about biases that may influence decision-making and providing strategies to mitigate their impact.
Facilitated discussions and exercises to encourage self-reflection and promote inclusive hiring practices.

Day 4: Reviewed and refined job descriptions to ensure inclusivity and remove any potential biases.
Collaborated with hiring managers to analyze job descriptions and identify language or requirements
that may unintentionally exclude certain candidates. Suggested revisions to ensure job postings reflect
inclusive language and qualifications that are relevant and necessary for the role. Conducted research
and utilized inclusive language guides to enhance the inclusivity of job descriptions.

Day 5: Conducted interviews with diverse candidates, assessing their qualifications and fit for City
Bank's culture. Actively participated in interview panels, ensuring a diverse representation in the
interview process. Conducted structured interviews using a combination of behavioral and situational
questions to assess candidates' skills, experience, and alignment with City Bank's values. Evaluated
candidates objectively, focusing on their qualifications and potential contributions to the organization.
Considered diversity as one of the factors in the decision-making process while ensuring fair and
equitable evaluation of all candidates.

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 Week 7:
.
Day 1: Conducted candidate pre-screening interviews to assess their qualifications and alignment with
City Bank's requirements. Reviewed resumes and job applications to shortlist candidates for further
evaluation. Conducted phone or video interviews to gather more information about candidates' skills,
experience, and cultural fit.

Day 2: Collaborated with hiring managers to schedule and coordinate interviews for shortlisted
candidates. Prepared interview materials, including interview questions and assessment rubrics, tailored
to each position. Ensured a smooth interview process by arranging interview logistics, such as video
conference links or meeting rooms.

Day 3: Conducted in-person interviews or video interviews with candidates, evaluating their
competency, knowledge, and potential fit with City Bank's values and culture. Asked relevant questions
to gauge candidates' skills, experience, and problem-solving abilities. Recorded interview feedback and
observations to share with the hiring team.

Day 4: Participated in panel interviews with hiring managers and other stakeholders to collectively
assess candidates. Collaborated with panel members to discuss candidates' strengths, weaknesses, and
overall suitability for the role. Reached consensus on top candidates for further consideration.

Day 5: Assisted in candidate selection and decision-making by compiling interview feedback,

reviewing assessment results, and conducting reference checks. Assisted in preparing job offers for
selected candidates, including negotiating compensation packages when necessary. Communicated
with candidates to deliver job offers and facilitate the acceptance process.

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 Week 8

Day 1: Conducted in-depth market research to stay informed about current trends and best practices in
diversity and inclusion within the banking industry. Analyzed industry reports, case studies, and
benchmarks to gather insights into successful strategies employed by other organizations. Identified
emerging trends and innovative approaches that can be adapted and implemented at City Bank to
enhance diversity and inclusion efforts.

Day 2: Collaborated with the HR team and business leaders to develop and launch mentorship programs
specifically designed to support the professional development and advancement of diverse employees.
Assisted in creating structured mentorship initiatives that provide guidance, support, and networking
opportunities for diverse talent within the organization. Worked on program implementation, including
identifying suitable mentors and mentees, establishing program guidelines, and promoting participation
across the organization.

Day 3: Actively participated in diversity training programs to enhance personal knowledge and skills
related to creating an inclusive work environment. Attended workshops, webinars, and seminars
focused on topics such as cultural competence, unconscious bias, and allyship. Leveraged these learning
opportunities to gain insights and practical strategies for promoting diversity and inclusion. Shared key
learnings and resources with the HR team to foster a culture of continuous learning and development.

Day 4: Conducted diversity impact assessments of City Bank's recruitment practices and policies to
identify areas for improvement. Collaborated with the HR team to review data and metrics related to
diversity hiring and retention. Analyzed recruitment processes and policies to identify any potential
biases or barriers that may hinder the attraction and selection of diverse candidates. Made
recommendations for changes and enhancements to ensure a more inclusive recruitment process.

Day 5: Contributed to the development of diversity and inclusion metrics and reporting mechanisms to
effectively track progress and identify areas of opportunity. Assisted in collecting and analyzing data
related to diversity hiring, retention, and advancement. Worked on creating reports and presentations to
showcase diversity metrics and present findings to senior leadership. Collaborated with the HR team to
identify actionable steps and strategies to address any identified gaps and further enhance diversity and
inclusion efforts.

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 Week 9

Day 1: Reviewed and analyzed candidate feedback surveys to gain insights into the recruitment process
and identify areas for improvement. Collaborated with the HR team to address any concerns or issues
raised by candidates and implement strategies to enhance the overall candidate experience.

Day 2: Participated in team meetings and brainstorming sessions to contribute ideas for enhancing
diversity and inclusion initiatives. Collaborated with colleagues to develop creative solutions and
strategies that foster a more inclusive and diverse workplace.

Day 3: Attended internal training sessions on diversity awareness and inclusive practices. Actively
participated in discussions and activities to deepen understanding and knowledge of diversity-related
topics.

Day 4: Assisted in organizing and promoting internal events celebrating diversity and inclusion.
Contributed to the planning and execution of activities such as panel discussions, guest speaker events,
or cultural celebrations that promote diversity awareness and create a sense of belonging.

Day 5: Conducted research on industry best practices for diversity recruitment and shared relevant
findings with the HR team. Reviewed articles, case studies, and reports to gather insights and ideas that
can be implemented within City Bank's recruitment strategies to attract a diverse pool of candidates.

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 Week 10

Day 1: Conducted a review of diversity hiring metrics and analyzed the progress made in attracting and
hiring candidates from underrepresented groups. Collaborated with the HR team to identify any gaps
and develop strategies to further enhance diversity recruitment efforts.

Day 2: Participated in a diversity training workshop focused on creating an inclusive work environment.
Engaged in interactive discussions, case studies, and exercises that deepened understanding of
unconscious bias, cultural competence, and fostering allyship.

Day 3: Assisted in organizing a celebration for City Bank's cricket team's victory in an inter-bank
tournament. Collaborated with colleagues to plan the event, which included a special lunch catered by
MadChef, a popular local restaurant. The celebration provided an opportunity for employees to come
together, bond over the shared achievement, and strengthen team spirit.

Day 4: Collaborated with the HR team to develop a diversity recruitment marketing campaign.
Contributed to the creation of engaging content, such as social media posts, videos, and blog articles,
highlighting City Bank's commitment to diversity and inclusive opportunities. Worked closely with the
marketing team to ensure consistent messaging and reach a broader audience.

Day 5: Attended a virtual conference on diversity and inclusion in the banking industry. Participated in
panel discussions, keynote sessions, and breakout sessions led by industry experts. Gathered insights
and innovative ideas to enhance City Bank's diversity initiatives and shared key takeaways with the HR
team.

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 The person with whom I have interacted in the Organization

1.Mohammad Shafiul Islam :

Mohammad Shafiul Islam, my supervisor and Senior

Manager of the Recruitment Team and MIS for the HR
Department, was a remarkable figure in the workplace. We
spoke regularly, and although though I didn't directly
collaborate with him on many projects, I got to see his
leadership style and personality qualities.

Shafiul has a great demeanour and a nice personality. He had

outstanding people skills and was extremely polite and
considerate to everyone. He consistently made an effort to
create a welcoming and cordial work environment by taking the time to have informal conversations
with employees, team members, or even interns like myself.

One particular incident in particular stands out as illustrative of Shafiul's concern for the wellbeing of
his team members. Throughout my internship, I looked sick and felt sick. Shafiul quickly arrived after
noticing how I was doing. Instead of just brushing it off or focusing on work-related concerns, he shown
genuine concern for my well-being. He advised me to prioritize my health over my responsibilities and
to go home take rest.

In this scenario, Shafiul's outstanding leadership skills were on display. Despite being a senior manager
with several responsibilities, he didn't hesitate to show sympathy or offer his help. His reply calmed me
and confirmed my belief that it was important for us to be happy at work. By creating an environment
where employees felt valued and cared for, it promoted a positive and effective team dynamic.

Shafiul was also exceptional in his capacity to remain calm in the face of difficulty. He regularly shown
a high level of pressure in his situation management. His calmness served as an example for the team,
boosting our confidence and pushing us to approach our tasks calmly.

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2.Lamia Tabassum Guria:

My internship was greatly influenced by Lamia Tabassum

Guria, the Assistant Manager of the Recruitment Team. It was
a great chance for learning and development for me to have the
luxury of working directly with her. Along with guiding me
through various tasks, Lamia gave me the freedom to work on
my own and acquire necessary abilities.

One of the best things about working with was her dedication
to educating and knowledge sharing. She took the time to
clarify the several stages and procedures involved in
recruitment, which helped me obtain a full understanding of the
job responsibilities. I picked up good management techniques
from Lamia, such sending appointment letters to new recruits
and organizing staff data in a methodical way. She also offered guidance on how to manage and arrange
important files as well as how to conduct professional interactions with candidates. Because of her
guidance, I acquired practical skills that are essential in the HR sector.

Despite the seriousness of our business, Lamia and I became close acquaintances. We frequently
exchanged amusing stories and jokes, which promoted a fun and productive work atmosphere. The
coworkers' friendship improved the working environment and created a relaxed setting where I felt free
to express questions and look for advice. Lamia’s encounters with me revealed her kind character. She
showed concern in my development and well-being, making sure I felt encouraged and supported during
the internship. We used treat days on special occasions to commemorate accomplishments or the
successful fulfilment of chores. When we went to a different branch, there was one such instance. We
developed a minor custom of ordering take-away chillers, which was a bit of fun.

When we went to a different branch, there was one such instance. Our ordering of take-away chillers
became into a little custom that made our work trips a little more enjoyable. Working closely with
Lamia was an enjoyable experience that advanced my technical understanding and encouraged
cooperation and assistance. Her leadership, care, and kind nature made me appreciate her and motivated
me to achieve. I value the opportunity I had to learn from her and the enjoyable moments we shared
when we were employees.

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3.Arif Al Zahin:

I worked with the Assistant Officer frequently throughout my

internship; she was my go-to person. He was always there to
give me suggestions, words of support, and appreciation for my
work. His positive perspective and approachable manner made
it simple for me to ask for his assistance whenever I ran into
issues or felt doubtful.

This Assistant Officer's ability to listen and provide insightful

counsel was one of his most admirable traits. I could simply go
to him if I was unsure or conflicted about a task or decision and
we could talk about it. He listened to my worries with patience
and offered wise advice to help me work through my problems.
His advice and recommendations were of immeasurable use in
assisting me in developing my decision-making and problem-
solving abilities.

Additionally, I was never given too much work by this Assistant Officer. He took note of my
talents as an intern and made sure my workload was reasonable. This thought helped me to
concentrate on the work at hand and produce outcomes that were of high quality. During my
internship, his method of evenly distributing assignments helped me maintain a healthy work-
life balance and allowed me to give each task my all.

Overall, the Assistant Officer on the recruiting team was really important to my experience as an intern.
His generosity, willingness to mentor, and enthusiasm for my work produced a loving and supportive
atmosphere. I am appreciative of his mentoring and the helpful influence he had on my academic and
professional growth while I worked for the company.

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4..Ali Akif:

The newly graduated Assistant Officer of the Operations and

Strategy team, who joined the company, gave a revitalizing
enthusiasm to the workplace. Despite being relatively new to
the working world, he emanated a senior-like aura of maturity
and responsibility that brought back memories of his time in
college.

His good humor and outgoing manner were two

distinguishing features of him. He was a wonderful
conversationalist who connected with everyone, even interns
like myself. He made an effort to engage with each and every
one of his coworkers, promoting inclusion and teamwork. His
approachability made it easy for interns to ask him questions
or seek his opinion.

He was also very interested in working out and constantly discussed his rigid approach to maintaining
a healthy lifestyle. He would talk about his exercises, his adventures, and even provide suggestions on
how to control one's eating patterns. His enthusiasm for physical fitness spread like wildfire and
enhanced the office environment.

He was constantly eager to engage in conversation and offer aid. I could rely on him to provide me
direction if I required clarity on a job or had any queries. He was eager to share his expertise and views,
and by doing so, I was able to comprehend more fully the tactical and strategic elements of the team's
job. The climate of cooperation and support was facilitated by his helpfulness and readiness to aid
others.

Overall, the Operations and Strategy team's Assistant Officer was a lively and approachable presence
in the office. He was a loved and approachable guy because of his cheery disposition, fitness-focused
mentality, and eagerness to interact with coworkers, especially interns. His efforts and upbeat attitude
were both significant and widely valued additions to the team.

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5.Prashanjit Dash:

The aforementioned person was one of the HR department's

most productive employees thanks to their effective and speedy
work pace. Their speedy assignment completion demonstrated
their commitment to providing outcomes. They were proactive,
showed a propensity for order and following the rules, and made
sure that the task was done precisely and effectively.

Their personality stood out for its outstanding memory. They

have a talent for remembering knowledge and recalling it when
necessary. They were a useful resource in the HR department
because to their ability to swiftly access information. Their
ability to handle a variety of duties and provide precise information was aided by their excellent recall.

In terms of humor, this person had a unique style. Although they were focused on their work and adhered
to the regulations, they had a special way of bringing comedy into their conversations. Their quips may
have been light-hearted and enjoyable, bringing a little humor to the workplace. Their ability to strike
a balance between seriousness and comedy produced a setting that was both fun and productive.

Moreover, this person had a practice of praising and celebrating even the smallest accomplishments
made by the team on a daily basis. This includes giving out incentives or refreshments for successes of
whatever size. This action not only inspired the team members, but it also promoted togetherness and
camaraderie within the division. Everyone felt appreciated and rewarded for their work, and it helped
to establish a happy and encouraging environment.

Their intellectual curiosity was another standout quality of their character. They had a tendency to ask
inquiries and showed a sincere interest in a variety of subjects. Their enthusiasm in learning more about
many topics of interest lead them to be curious in things other than work-related issues. Their natural
curiosity helped them grow and develop, and it also helped the HR department establish a culture of
lifelong learning.

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6.Maisha Abdullah:

During your encounters with her, the senior manager of the

Operations and Development team exhibited a number of noteworthy
traits. Her keen observational skills were one standout quality. She
carefully studied what was occurring around her and paid special
attention to the small things. She was able to spot opportunities for
development thanks to her awareness and base her choices on her
findings.

She valued following established rules and procedures since she

preferred to play by the book. This showed her dedication to
preserving law and order and making sure that business was
performed effectively and efficiently. Her commitment to adhering
to policies and procedures helped to create a controlled work
atmosphere and predictable results.

Furthermore, she placed great importance on building connections with the people she worked with.
Whether it was colleagues, team members, or stakeholders, she made an effort to establish and maintain
positive relationships. By fostering these connections, she created an environment where open
communication and collaboration thrived, enabling teams to work together smoothly.

The senior manager was also known for her articulate thoughts and communication style. She had a
knack for clearly expressing her ideas and thoughts, ensuring that others understood her perspectives.
This skill was beneficial in facilitating effective communication within the team, as it minimized
misunderstandings and encouraged clarity.

Her online blog writing also demonstrated her zeal for imparting information and experiences. She was
eager to share her expertise with others since she understood the importance of learning from one's
experiences. She showed her dedication to the team's ongoing learning and development by inviting
you to read her blogs.

The senior manager's performance in the Operations and Development team was mostly attributed to
her keen observational skills, adherence to the law, interpersonal skills, eloquent communication style,
and enthusiasm for knowledge sharing. Her meticulousness, methodical attitude, and dedication to
developing good connections improved team dynamics and promoted productive outcomes at work.

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7.Mohammad Sayed Ali :

This person has demonstrated a high level of responsibility

and dependability while working as a staff member in your
office. His dedication to accomplish duties quickly and
successfully demonstrates his commitment to his position. He
has earned the respect of his coworkers and staff in the HR
division because of his sterling character and professionalism.

His professional skill set is notable for his extensive corporate

networking. He has developed relationships with several
people across various organizational levels and departments.
This extensive network allows him to travel about the office
swiftly and effortlessly. His interpersonal abilities facilitate
collaboration, problem-solving, and information sharing.

He is also known for being reliable when handling sensitive and confidential matters. Members of the
HR staff trust him with their own money for deposits, which speaks highly of his reliability. He is also
given access to crucial documents and data, proving his reliability in maintaining confidentiality and
safeguarding personal information.

Overall, because of his dependability, reliability, and strong networking skills, he is a huge value to the
company. Coworkers and employees know they can turn to him for assistance because of his integrity
and professionalism, which helps to foster a supportive environment.

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8.Rakibul Hasan:

As the Assistant Manager of the recruitment team, this

individual plays a crucial role in the hiring process and
maintaining the smooth operation of the team. From your
experience, it is evident that he strives to maintain a balanced
approach in his interactions with others by being both strict
and sweet. This indicates his commitment to professionalism
while also fostering a positive and supportive work
environment.

One aspect that stands out is his willingness to provide

assistance, particularly with tasks involving Excel and other
related areas. This shows his proficiency in using such tools
and his willingness to share his knowledge and expertise to
help others succeed. By offering guidance and support, he contributes to the development of his team
members' skills and ensures that they are equipped to carry out their responsibilities effectively.

It is interesting to note his passion for food. Being a foodie, he enjoys cooking and sharing his culinary
creations with colleagues. This not only adds a touch of enjoyment to the workplace but also fosters a
sense of camaraderie and bonding among team members. By bringing food for everyone, he creates a
welcoming and inclusive atmosphere, where colleagues can connect and enjoy each other's company.

Another commendable quality is his consideration for work-life balance. He takes into account your
need to go home on time and ensures that you can leave the office at a reasonable hour. This
demonstrates his understanding of the importance of maintaining a healthy work-life balance and his
commitment to supporting his team members' well-being.

Overall, as your interviewer and Assistant Manager, he displays a well-rounded approach in his
professional interactions. From assisting with technical tasks, to fostering a sense of camaraderie
through shared food experiences, to prioritizing work-life balance, he exemplifies a supportive and
considerate leader within the recruitment team.

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9.Mahmud Mithu:

This person has a position of high responsibility and is essential to

ensure correct and timely payroll processing as the senior manager
in the payroll division. Your description makes it evident that he is
a skilled and seasoned professional who takes his job seriously.

His singular focus is one distinguishing quality. Payroll is a

meticulous operation that needs accuracy and precision. Any tiny
error might have big repercussions, including financial
inconsistencies or legal problems. His capacity to remain focused
shows his dedication to producing high-quality work and avoiding
mistakes that can have an adverse effect on the company and its
employees.

He furthermore appears to cherish honest and insightful discourse. This implies that he is personable
and eager to impart his wisdom and experience. He fosters an atmosphere where team members can
share knowledge, seek advice, and learn about best practices for the payroll function through dialogue.

Another excellent trait is his eagerness to assist people. Having a senior manager who is easily available
to help and support team members may be crucial because payroll can be a difficult and sophisticated
procedure. His willingness to pitch in shows his passion to the team's success and his commitment to
making sure that everyone completes their jobs successfully and quickly.

Overall, he exhibits traits of a dedicated and competent professional in his role as senior manager of the
payroll division. His commitment to accuracy, enthusiasm to participate in deep discourse, and
eagerness to assist others all serve to foster a positive and encouraging work atmosphere among the
payroll team members.

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10.Masum Billa:

This person performs a crucial role in locating and acquiring

outstanding talent for the company as a member of the recruitment
department's talent acquisition team. It's intriguing to observe that he
conducted your interview, demonstrating his participation in the
selection process and his astute ability to evaluate possible applicants.

It seems that he loves hard effort and respects people who have a good
work ethic. This implies that he appreciates commitment and
determination to reaching objectives and producing outcomes. His
predilection for diligent people can be a result of his ambition to
assemble a high-performing team and guarantee that the company has
the greatest personnel available.

You hinted that he occasionally procrastinates, despite the fact that he

tackles his task with cheerfulness. He probably has problems setting
priorities and effectively managing his time. For many people, procrastination may be a common issue.
It's important to keep in mind that this trait does not necessarily define his overall job performance or
ability to deliver results when required.

It's intriguing that he makes recommendations for how tasks should be completed at work. This
demonstrates that he is knowledgeable and talented in his field and motivated to share what he knows
with others. His urge to give advice suggests that he wants to assist his colleagues in developing
professionally and ensure that tasks and projects are effectively accomplished.

Another element of his strategy is to establish and nurture strong relationships with elders. This suggests
that he is aware of the value of developing strong bonds with senior team members. Building strong
relationships with elders may open doors to mentoring opportunities, professional development, and a
welcoming workplace.

Overall, he demonstrates a commitment to hard effort, a propensity for giving advice, and a willingness
to preserve excellent connections with seniors as a part of the talent acquisition team. It's crucial to
acknowledge the wider traits and contributions he contributes to the team's recruitment efforts despite
the fact that he could occasionally suffer with procrastination.

Page | 24
 Recommendations

Recommendation:1

What is the Problem?

Inter team coordination has been a challenge for City Bank Ltd.'s HR division. They have a tendency
to not work as a whole team inside the HR division. They mostly focus on how they are working
which becomes problem to run a department.

What is the recommended Solution?

Implementing a thorough team-building and communication strategy is the suggested remedy to handle
the inter-team coordination difficulty inside City Bank Ltd.'s HR division. In order to ensure that all
employees in the HR division cooperate and work towards shared goals and objectives, this strategy
should emphasise encouraging a collaborative and cohesive workplace.

Why is our recommended solution the best?

The reason why our suggested approach is the best is that it addresses the fundamental root of the issue,
which is the lack of team cooperation and emphasis on individual effort. It fosters a feeling of cohesion,
shared purpose, and accountability within the HR division by putting into place a team-building and
communication plan. Better results for the department and the organisation as a whole will result from
this since it will improve cooperation, efficiency, and overall performance.

How to implement it?

In the HR division of City Bank Ltd., a comprehensive strategy is required to handle the inter-team
coordination difficulty. In order to examine current team dynamics, spot communication problems, and
comprehend both individual and team obstacles, a complete evaluation must first be done. A team-
building strategy that includes exercises and projects that encourage cooperation, trust, and open
communication among HR team members should be created based on the results of the evaluation. The
use of technology and communication tools that speed information exchange and improve collaboration
includes collaborative platforms, project management tools, and communication channels.
Interpersonal skills may also be improved by providing chances for training and development through
seminars and sessions centred on effective communication, conflict resolution, and team dynamics.

Where to implement it?

The HR division of City Bank Ltd. has to put the team-building and communication strategy into
practise. Recruitment, talent management, employee relations, training and development, and any other
pertinent teams are all included in this throughout the whole HR sector.

When to implement?
The plan for communication and teamwork should be put into action as soon as feasible. The inter-team
coordination challenge faced by the HR division will be helped by prompt implementation, which will
also help avoid new problems from developing.

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Recommendation:2

What is the Problem?

Stereotypes in the HR department regarding the attire of female coworkers

What is the recommended Solution?

Implementing a diversity and inclusion training programme is advised as a response to the problem of
preconceptions about female employees' clothing in the HR department. This programme should
emphasise eradicating unconscious prejudices, advancing diversity, and building a courteous and
encouraging workplace.

Why is our recommended solution the best?

It is advised to develop an extensive diversity and inclusion training programme to address the issue of
preconceptions in the HR department about the wardrobe of female coworkers. To determine how well-
aware and knowledgeable employees are of diversity and inclusion concerns, including racial and ethnic
stereotypes in clothing, this method entails surveying or interviewing them.

How to implement it?

The diversity and inclusion training program should be implemented within the HR department, as well
as across the entire organization. This ensures that all employees, including HR staff, gain a deeper
understanding of diversity issues and contribute to fostering an inclusive workplace culture.

Where to implement it?

The diversity and inclusion training program should be implemented within the HR department, as well
as across the entire organization. This ensures that all employees, including HR staff, gain a deeper
understanding of diversity issues and contribute to fostering an inclusive workplace culture.

When to implement?
Implementing the diversity and inclusion training programme as soon as feasible is advised. Timely
implementation will assist in addressing the issue of stereotypes in the HR department and stop the
spread of prejudiced views. To emphasise the value of diversity and inclusion throughout the
organisation, the training should be included into the onboarding process for new hires and held
frequently.

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Recommendation:3

What is the Problem?

Equal employment opportunity is not given although their HR head is a female. The ratio in the hr
department of female is less

What is the recommended Solution?

Despite having a female HR head and a lesser proportion of female employees in the department, it is
advised to establish a thorough diversity and inclusion programme to address the issue of equal
employment opportunity. The main objectives of this programme need to be to advance gender equality,
foster a positive workplace culture, and provide equitable opportunity for all workers.

Why is my recommended solution the best?

The reason why my suggested course of action is the greatest is because it tackles the issue head-on by
promoting an inclusive and egalitarian society. The organisation may encourage a more balanced
representation of genders in the HR department, improve awareness about gender prejudices, and
develop policies and practises that support fair employment opportunities for all by adopting a diversity
and inclusion programme. This not only complies with moral and legal requirements, but it also raises
productivity, retention, and general employee happiness.

How to implement it?

Create a policy that explicitly promotes gender equality, outlining the organization's commitment to
providing equal employment opportunities and combating gender biases.

Where to implement it?

The HR division in particular should be given special attention as the diversity and inclusion programme
is to be implemented throughout City Bank Ltd. To set a good example for the rest of the organisation
and provide equal chances for workers, HR must establish an inclusive work environment.

When to implement?
The diversity and inclusion programme should be put into place as soon as practicable. Equality of job
opportunities is a problem that can be solved and a more inclusive workplace can be developed with
prompt action. The company can show its commitment to gender equality and encourage good changes
within the HR department and the organisation as a whole by putting the programme into action early
on.

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Recommendation:4

What is the Problem?

Paper wastage in the HR division.

What is the recommended Solution?

Implementing a paperless effort is the suggested answer to the issue of paper waste in the HR sector.
This entails converting paper-based procedures to digital ones and encouraging a digital document
management culture.

Why is my recommended solution the best?

The best option is the one we suggest because it not only lowers wasteful paper consumption but also
has other advantages. Going paperless increases productivity by making it easier to find and share
documents quickly, lowers the expense of using and storing paper, and lessens the environmental impact
of producing and discarding paper. The organization's dedication to sustainability is also demonstrated,
and it also fits with the emerging trend of digital transformation.

How to implement it?

Analyse how much paper is currently being used in HR procedures. Identify places where paper
consumption might be reduced. Determine if digital alternatives are feasible.
Put digital document management methods into practise: Introduce software or electronic document
management systems that let HR personnel produce, store, and exchange documents electronically.
Encourage the use of email, instant messaging, and collaborative technologies for internal
communication to encourage digital communication and lessen the need for printed notes or notices.
Set objectives and track development: Establish goals to measure the decrease in paper consumption,
and routinely check on progress to spot any problems and deal with them right away.

Where to implement it?

The HR division could implement the paperless programme, which should cover all procedures that use
paper. This covers tasks including hiring new employees, reviewing their performance, managing
payroll, handling leave requests, and keeping records. The organisation can maximise the advantages
of going paperless and create a more effective and sustainable work environment by adopting the
programme across the whole HR division.

When to implement?
It is advised to start using paperless processes as soon as feasible. Improved productivity, financial
savings, and environmental sustainability may all be realised by an organisation the sooner it switches
to digital document management and minimises paper usage.

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Recommendation:5

What is the Problem?

The employees of the city bank are not that technology oriented. They are still not used to with the work
from home or online concept. Not everyone but there are a percentage which has issues

What is the recommended Solution?

Implementing a programme for technology adoption and training is advised as a response to the problem
of City Bank Ltd. workers not being tech-savvy and having trouble with work-from-home or online
ideas. With the help of this programme, staff members will have a better understanding of digital
literacy, remote working practises, and online platform use skills that will enable them to do their jobs
more effectively.

Why is my recommended solution the best?

The reason why the method I propose is the finest is because it directly addresses the issue at hand by
giving staff members the abilities and information they need to successfully adjust to technologically
advanced workplaces. The company may close the knowledge gap between its present staff competency
levels and what is needed for remote work and online collaboration by putting in place a thorough
technology adoption and training programme. This encourages employees to adopt new technology,
boosts their productivity and efficiency, and assures that they can compete in a digital environment that
is continually changing.

How to implement it?

The suggested remedy is to put in place a thorough technology training programme to address the staff's
lack of technology orientation and their difficulties with work-from-home or online ideas. This
programme entails evaluating employees' technological aptitude, creating a special training programme,
delivering engaging training sessions, and providing continuous assistance. Digital proficiency, tools
for remote work, online collaboration platforms, and cybersecurity procedures are all included in the
training programme. Online courses, webinars, virtual workshops, and practical exercises with real-
world examples and applications will be offered to employees. In addition, a special support system,
like a helpdesk or a technology hotline, would be set up to help staff members with technology-related
queries and problems. By using a comprehensive strategy, it is ensured that staff members will have the
training and assistance they need to adjust to work conditions that are technologically advanced.

Where to implement it?

The City Bank Ltd. should implement the technology adoption and training programme across the
whole organisation, including all teams and divisions. To guarantee that all workers, regardless of their
responsibilities or locations, can improve their technological abilities and adapt to remote work or online
ideas, it is imperative to give equitable access to training and tools.

When to implement?
The technology adoption and training programme should be put into action as soon as practicable

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Recommendation:6

What is the Problem?

Punctuality is one of the problems that I have noticed. They kind of pass the scheduled time which was
fixated first
What is the recommended Solution?
Implementing a strong time management and accountability system is advised as a remedy for City
Bank Ltd.'s tardiness issue. This system ought to have explicit rules, notifications, and sanctions for
being late, as well as tools for tracking and keeping an eye on timeliness.
Why is my recommended solution the best?
The reason why my suggested strategy is the finest one is that it develops an organised method of time
management and promotes an environment of accountability. The company may encourage timeliness,
raise overall productivity, and increase the effectiveness of everyday operations by putting in place a
time management and accountability system. By clearly defining expectations and repercussions for
tardiness, this method makes sure that staff members are aware of the value of being on time and the
effects that it has on team dynamics and productivity
How to implement it?
Establish precise guidelines: Make a policy outlining the requirements for being on time, including the
set beginning and ending hours for work, meetings, and deadlines. Effectively communicate these rules
to every employee.
Send timely reminders and notifications about future meetings and deadlines by using technological
tools like automated emails, calendar invitations, or workplace communication platforms.
Implement a system, such as a time tracking programme or an attendance management system, to track
and monitor employees' punctuality. Review attendance records often to spot any patterns or trends in
tardiness.

Where to implement it?

The City Bank Ltd. business should apply the time management and accountability system throughout
all departments and teams. It is crucial to make sure that the rules and penalties for timeliness are applied
consistently and fairly. Regardless of their position or level within the company, all employees should
be subject to the same application of the system.

When to implement?

The accountability and time management system should be implemented as soon as is practical. By
establishing clear standards and providing reminders, staff members may alter their behaviours and
prioritize punctuality. It is essential to plan for a time of transition, as well as to properly communicate
with and train staff members, in order to ensure that they are aware of the benefits of the new system.
A productive workplace culture that appreciates respect for people's time and commitments will be
fostered by effectively addressing the issue of timeliness through prompt implementation.

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Recommendation:7

What is the Problem?

Not letting the employees having a work life balance. As even after office hours I have seen working
late nights without any extra payment. Just because of the workload they have to spend more than their
office hours.

What is the recommended Solution?

Implementing a thorough work-life balance policy is the suggested remedy for the lack of work-life
balance at City Bank Ltd. This policy should provide specific standards for workload management,
flexible work schedule promotion, and appropriate remuneration for overtime labor.
Why is my recommended solution the best?
Because it acknowledges the need of work-life balance for both employee health and overall
productivity, my recommended plan of action is the best. By implementing a work-life balance policy,
the company may prioritize the mental and emotional well-being of its employees, improve job
satisfaction, and raise retention rates. This method defines precise rules and provides resources for
effectively controlling workloads while guaranteeing fair compensation for any extra worked.

How to implement it?

Promote a culture that supports work-life balance by encouraging staff to take breaks, use flexible
scheduling when necessary, and place a high priority on self-care. Regularly assess how the workload
is being distributed, and act quickly to address any imbalances or instances of excessive workload. It is
important to provide support and resources to workers who may be struggling with their workload.

Where to implement it?

Within City Bank Ltd., the work-life balance policy ought to be put into practice by all teams and
departments. Promoting work-life balance policies across the company requires ensuring consistency
and fairness. All staff members should be covered by the policy, regardless of their position or level
within the company.

When to implement?

The work-life balance policy should be put into effect as soon as feasible. Employees may better
balance their personal and professional lives by creating clear rules and encouraging work-life
practices. To make sure that staff members are aware of the policy and are able to implement it
successfully, it is crucial to arrange for a transition period and to offer sufficient training and
assistance. A supportive workplace atmosphere that appreciates its employees' well-being will be
established with prompt implementation, which will solve the problem of work-life balance.

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Recommendation:8

What is the Problem?

In their Hr department the waiting area is designed in such a way that an outsider can have a
peak of the work going on inside the department which hampers the privacy and confidentiality.

What is the recommended Solution?

Redesigning the area to provide privacy and improve confidentiality is the suggested solution to the
problem of privacy and confidentiality at the HR department's waiting room. Physical barriers, altered
seating arrangements, and dedicated spaces for private conversations can all help achieve this.
Why is my recommended solution the best?
The reason why my suggested approach is the best is that it specifically solves the issue of privacy and
secrecy in the waiting area for the HR department. Employees and guests will feel more at ease and
confident in discussing delicate topics if the area is redesigned to provide privacy. With this approach,
the HR department's professional standards are upheld while protecting sensitive information.
How to implement it?
Make changes to the seating plan: Position chairs to provide the most seclusion possible. For those who
are waiting, create a sense of seclusion by placing seats, sofas, or cubicles in thoughtful locations.
Where to implement it?
The HR department's waiting area is the precise location where the suggested remedy should be put into
practice. Maintaining privacy and secrecy while interacting with staff members, potential recruits, or
other stakeholders depends on this area.
When to implement?
To address the privacy and confidentiality issue, it is suggested to implement the solution as soon as
feasible. To avoid interfering with already-established procedures, the implementation should be
carefully planned. Consider making the modifications during off-peak hours or during a scheduled
maintenance window to minimize any potential irritation to staff members or visitors. Prompt
implementation will assist protect the confidentiality and privacy of talks held in the HR department's
waiting area.

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Recommendation:9

What is the Problem?

While having performance appraisals there is a system that the employees have to fulfil the target of
75% which is quite not fair as it’s a high target for someone who needs to improve their performance

What is the recommended Solution?

Implementing a more fair and personalised performance evaluation system is advised as a response to
the problem of unfair performance appraisal objectives. To develop attainable goals, this approach
should take into account the particular conditions, room for improvement, and growth prospects of each
employee.

Why is my recommended solution the best?

The best choice is the one we suggest since it supports equity and fosters employee growth. The
assessment process is improved by creating personalized goals based on each employee's unique
requirements and room for improvement. This approach avoids applying excessive pressure on workers
who need to grow and fosters an environment that is conducive to their development.
How to implement it?
Review the present system for performance evaluation: Analyze the current performance evaluation
procedure and pinpoint any places where the 75% objective may be contributing to unfairness or
demotivation. Recognize the unique difficulties and potential growth areas of each employee.
Where to implement it?
All departments and teams within the organization's performance evaluation process have to use the
suggested fix. Consistency and fairness must be upheld while assessing employee performance and
presenting possibilities for advancement.
When to implement?
The next performance appraisal cycle should include the implementation of the more fair and tailored
performance evaluation methodology. This gives time to evaluate and improve the present system,
inform staff members of the changes, and provide the appropriate resources and training. A fair and
encouraging performance appraisal procedure for all workers is ensured through timely implementation.

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Recommendation:10

What is the Problem?

City Banks recruitment process is slow

What is the recommended Solution?

The deployment of technology-driven solutions and process enhancements will help to simplify and
optimize the recruiting process, which is the suggested solution to the problem of a delayed hiring
process at City Bank.

Why is my recommended solution the best?

The reason why my suggested approach is the best is that it makes use of technology and process
enhancements to increase the efficacy and efficiency of the hiring process. Automation, digital
technologies, and simplified procedures may be used to speed up the hiring process and decrease the
time it takes to fill open positions.

How to implement it?

Implement platforms for collaboration and communication that make it simple for hiring managers,
recruiters, and other recruitment process stakeholders to interact and work together to increase internal
cooperation and communication.

The recruiting staff should be trained and given chances for professional growth to advance their
understanding of using recruitment tools, conducting effective interviews, and making informed hiring
decisions.

Where to implement it?

The recommended remedy should be used by the City Bank's recruitment division. To increase hiring's
effectiveness and efficiency, it requires simplifying internal hiring processes and putting technology-
driven solutions in place.

When to implement?
It is advised to put the solution into effect as soon as possible to deal with the problem of a sluggish
hiring procedure. However, to guarantee a seamless transition, good preparation and cooperation are
required.

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Appendix

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