Introduction:

Human resources (HR) is the set of people who make up the workforce of an organization,
business sector, industry, or economy. It (HR) remain the single most influential factors behind
the success of any organization. Human resource management (HRM) is the strategic and
coherent approach to the effective and efficient management of people in a company or
organization such that they help their business gain a competitive advantage. Human resource
policies are established to support administrative functions, performance management,
employee relations and resource planning in an Organization. SBL believe that a competent,
committed and fully motivated team of human resource is the main driving force for performing
at the highest level in a fiercely competitive financial market like Bangladesh. The function of a
bank have increased so much that it is considered a very vital agent of development in country
like ours, Because of their positive
involvement in trade, industry, business finance and a host of their allied services, Today bank
are very important part of an economy.

BACKGROUND OF SBL:

SONALI Bank Limited। সোনালী ব্যাংক লিমিটেড) is a stateowned leading commercial bank in
Bangladesh, came into being in 1972
immediately after the emergence of Bangladesh as an independent state, A fully state owned
enterprise, the bank has being discharging its nation and building responsibility by undertaking
government entrusted different- socio economic schemes as well as money markets activities of
its own volition, covering all spheres of the economy.
Sonali Bank has a total of 1200 branches. Out of them, 342 are located in urban areas, 854 in
rural areas, and 2 are locaed overseas. Sonali Bank performs all traditional banking functions
including deposit mobilization and lending. SBL singularly enjoys the prestige of being the agent
of the central bank of Bangladesh in such places where the guardian of the money market has
chosen not to act by itself.

HR practices

1. Recruitment

2.Selection

3. Training and Development

4. Performance Appraisal

5. Job analysis and job design

6.Compensation
7. Incretives

1.Recruitment: Qualified applicants must be found to fill vacancies. Recruitment is the process
of finding and attracting qualified applicants to fill vacancies
Recruitment Flowchart of SBL

Here’s a simple explanation for each sub-topic in your recruitment flow-chart:

1. Workforce Forecasting: This step involves predicting the number of employees

needed in the future, considering factors like company growth and potential retirements
or resignations.

2. Prepare and Publish Advertisement: Based on the forecasted needs, job

advertisements are created and posted on various platforms like websites, newspapers,
or social media to attract potential candidates.

3. Receive Applications through Several Sources: Applications and resumes are

received from different sources such as online job portals, referrals, and direct
applications.

4. Sort the CVs According to the Criteria: The received CVs are screened and shortlisted
based on specific criteria like qualifications, experience, and skills relevant to the job.

5. Plan for Selection Test (Examination): If required, a written or online exam is planned
to assess the candidates' technical knowledge, skills, and aptitude.

6. Create Database and Inform Candidates: A database of eligible candidates is created,

and they are informed about the test date, venue, and other necessary details.

7. Taking Necessary Preparation for Exam: Arrangements are made for the exam,
including preparing question papers, booking exam venues, and assigning invigilators.

8. Recruitment File Closing with Reports: After the exam and other selection processes,
reports are prepared and the recruitment file is closed with all relevant documents.
 9. Taking Joining/File Handover to the Appointment Unit: Once the candidates are
selected, the necessary joining formalities are completed, and their files are handed over
to the appointment unit for onboarding

2.Selection process :

The Selection process in Sonali Bank Ltd:

Selection is a decision making process. A process is a number of interrelated activities.
Selection activists follow a standard pattern, beginning with an initial screening and concluded
with the final employment decision. To identify one candidate who is likely to perform better in
the position than the others, selection process must need to be conducted.
The steps of the Sonali Bank selection process are give below:

Process of selection in HR:

Initial screening.
Completed application.
Selection test > 1. Preliminary
>2. Written
Comprehensive interview.
Reference and Background.
Selection decision.
Medical examination.
Job offer.

There’s the selection process. If the applicants pass the initial screening, they can go through
the next step. But if applicants fail the initial screening, they can not participate the next spet.
As such, if the applicant pass any step, he/ she can go through the next. But if the applicant fail
in any step, he/ she can not go to the next spet. When a applicant pass all the step and fill up
the requirement, it make sure that the applicant able to perform essential element of job. After
passing all the step the employer offer the job to the candidate.
Selection process have same limitation. Selection process needs huge time for the perfect
employees select. It is also cost effective. Employees need to be very much skillful for their job.

3. Job analysis :Provides information about jobs currently Being done and the knowledge, skills
and abilities that individuals need to perform the jobs adequately SBL, believes that, all areas of
a functional department would be haphazard if the up-to-date qualification needed to perform
the job are unknown to it.
Methods of data collection
1.observation method : A job analysis technique in which data are gathered by watching
employees Work.
2.individual interview method : meeting with an employee to determine what his or her job
entails
3.group interview method:meeting with an number of employee to collectively determine what
their job entails.
4. Structure questionnaire method
A specifically designed questionnaire on which employees rate tasks they perform in Their jobs
5. Technical conference method
A job analysis technique that involves extensive input from the employees supervisor.
6 diary method
A job analysis method requiring job incumbents to record Their Daily activities.

With this view, SBL, reviews the relevant job analysis information in terms of following
questions:

What physical and mental tasks does the worker accomplish?

When does the job have to be completed?
Where is the job to be accomplished?
How does the worker do the job?
What qualification are needed to perform the job?

Strength of job analysis:

1.Provides with first hand job related information
2.Helps in creating right job employee fit
3.helps in establishing Effective hiring strategies
4.Helps in analyzing training and development needs
5.Helps in deciding compensation and benefits
Weakness of job analysis:
1.Time consuming
2.Source of data is extremely small
3.Involve lots of human efforts
4.Mental abilities can not be directly observed.
Job analysis information, SBL develops ‘Job description’ and ‘Job specifications’ which help the
management of HRD to decide what sort of people to recruit and select.

Job Designed Method of Sonali Bank PLC

Training and Development system of Sonali Bank Limited

Training is the process of teaching employees the basic skills

they need to perform their jobs. Training and development in a
bank focus on enhancing employee skills, knowledge and
performance to improve overall efficiency and service quality.
Sonali Bank Limited trains it’s HR personnel through structured
programmes designed to enhance their skill in recruitment,
employee management, banking regulations, customer
relationship management, organizational development etc.

(1) Purposes of Training & Development of SBL:

→ To increase knowledge and skills.

→ To increase motivation to succeed.
→ To improve change for advancement.
→ To simplify work procedure.
→ To improve moral and sense of
competence and pride in performance.
→ To lessen time for completion of work.
→ To render better customer service.
→ To increase quality and productivity.
→ To create feelings relationship with
customers

(2) Methods of Training & Development at

SBL:
On the job training: It means learning by doing. This helps the
employees to train
themselves at their desk while they work. It is basically a
practical situation oriented training program. Employees direct
supervisor or experienced peer helps them as they are yet to
learn the process.

Off the job training: Off the job training refers to the trainings
that are provided to
the employees out of the organization premises, in a separate
training institute for a
particular period of time. During this time the employee does
not have to go to office.

Online training: Usually refers to customized software designed

to deliver specific
guidelines, online tests, video conference and seminars for
geographically dispersed
situation.
(3) Training & Development programs at SBL

Induction & Orientation Programs: Training about general

banking for newly appointed employees, ensuring they are
familiar with the bank’s policies, operations, and culture.

Functional Training: Specific to job roles such as credit

management, risk management, treasury operations, retail
banking, etc.

Regulatory Training: Ensuring compliance with Bangladesh

Bank’s guidelines, Anti-Money Laundering (AML), Know Your
Customer (KYC), and other financial regulations.

Digital Literacy & Technology Training: Focusing on new banking

technologies, mobile banking platforms, digital payments,
blockchain, etc.

Soft Skills Training: This includes communication, customer

service, teamwork, and leadership skills.

Management Development Programs (MDP): Tailored for

grooming high-potential employees for leadership roles. These
might involve internal training, external workshops, or even
higher education opportunities like MBAs.
Cross-functional Training: Allowing employees to work in
various departments to understand the bank’s operations
holistically and build a versatile workforce.

Recruitment & Selection: Training on modern hiring practices,

interview techniques, and talent acquisition strategies.

Workshops & External Training:

Participation in workshops, seminars, and certification
programs conducted by external organizations to keep HR
personnel updated on the latest trends and best practices in
human resource management.

Customer Relationship Management: Training employees on

effective communication and customer handling.

E-learning & Webinars: Online platforms for remote learning,

which became particularly important post-pandemic.

(4) Evaluation of Training Effectiveness

‌ re- and Post-Training Assessments: Evaluate knowledge gained

P
or skills developed after the training.
Performance Monitoring: Assess if there is a direct
improvement in employee performance or operational metrics
post-training.

Feedback Mechanism: Continuous feedback from participants

helps improve training programs for future batches.

(5) Training Institutes of SBL:

SBL has its own training institutions. These are given below:

1. Sonali Bank Limited staff college, Sector 8, plot 6,Uttara

model town Dhaka.

2. Sona
Performance Appraisal Sonali Bank Limited
What is performance appraisal?

Performance appraisal is a formal assessment where an

employee's job performance and contributions to the
organization are evaluated. Typically conducted annually or
semi-annually, it involves feedback from supervisors, peers, and
sometimes the employees themselves. The appraisal process
usually reviews an employee's

- Work quality and efficiency

- Adherence to company policies
- Progress toward individual and organizational goals
- Strengths and areas for improvement

Performance appraisals help organizations identify areas where

employees excel, offer opportunities for professional
development, guide compensation decisions (such as raises or
promotions), and align the workforce with the company’s
overall objectives.

Purposes of a performance appraisal

1. Employee Development: Identifies strengths and areas for
improvement, providing feedback for professional growth and
skill enhancement.
2. Goal Alignment: Ensures employees' objectives align with
organizational goals, improving overall performance and
productivity.
3. Compensation Decisions: Informs decisions regarding salary
increases, bonuses, promotions, or other forms of recognition
and rewards based on performance.
4. Training Needs Assessment: Helps to identify skill gaps,
guiding decisions about training or development programs
necessary for employees to improve their job performance.
5. Succession Planning: Assists in identifying high-potential
employees who can be prepared for leadership roles or critical
positions in the future.
6. Performance Accountability: Holds employees accountable
for their work and contributions, offering a formal way to
recognize accomplishments or address underperformance.
7. Employee Motivation: Encourages employee motivation by
setting clear expectations and providing recognition for
achievements, leading to higher engagement and job
satisfaction.
8. Legal and Documentation Purposes: Provides a formal record
of employee performance, which can be useful in legal cases or
for justifying employment decisions like terminations or
demotions.
9. Feedback and Communication: Opens a channel for two-way
communication between employees and supervisors, allowing
for discussion of job expectations, performance issues, and
future goals.
Performance Appraisal at Sonali bank Limited
Performance appraisal at **Sonali Bank PLC** in Bangladesh,
like in most large financial institutions, typically involves
assessing employee performance to ensure alignment with
organizational goals and objectives. Here's a general overview
of the performance appraisal process in such institutions,
though specific details for Sonali Bank may vary based on their
internal policies:
1. Objective Setting
 - At the beginning of the appraisal period (usually annually),
employees are required to set individual objectives in
collaboration with their supervisors. These objectives should
align with both departmental goals and overall bank objectives.
2. Key Performance Indicators (KPIs)
- KPIs are established to measure employee performance
across various dimensions such as customer service,
compliance, risk management, productivity, teamwork, and
adherence to policies.
3. Mid-term Review
- Periodic reviews, often mid-year, help track progress toward
meeting set objectives. Employees receive feedback and
guidance to improve performance if necessary.
4. 360-degree Feedback
- In some cases, performance appraisals may include
**360-degree feedback**, where employees receive feedback
from supervisors, peers, subordinates, and even customers to
give a well-rounded view of their performance.
5. Final Appraisal
- At the end of the appraisal period, supervisors assess the
performance of employees based on their KPIs, the quality of
their work, their contributions to team efforts, and their
adherence to bank policies and standards.
 6. Rating System
- Employees are typically rated on a scale (e.g., Excellent, Very
Good, Good, Needs Improvement) based on their performance
throughout the year. The rating can influence promotions,
salary adjustments, and training needs.
7. Training and Development
- Based on appraisal outcomes, employees might be
recommended for further training or professional development
to enhance their skills in areas that need improvement.
8. Reward and Recognition
- Outstanding performers may be recognized through
promotions, bonuses, or other forms of financial or
non-financial incentives to encourage continued excellence.
9. Performance Documentation
- The entire process is documented and kept in the
employee’s record to track their development over time. This
information is crucial for making decisions about career
progression within the bank.
10. Appeal Mechanism
- In case an employee feels the appraisal was unfair, most
organizations, including Sonali Bank, are likely to have an
appeals process where the employee can raise their concerns.

Challenges:
 - Subjectivity: Like any appraisal system, there might be
concerns about subjectivity, favoritism, or bias in the evaluation
process.
- Consistency: Ensuring uniformity across departments and
branches can be challenging for a large institution like Sonali
Bank.
- Feedback: The quality of feedback given to employees is
crucial. Effective feedback should be constructive, actionable,
and geared toward improving performance.

If you’re looking for specifics, such as appraisal templates or

policies directly from Sonali Bank PLC, it might require access to
their internal documentation or contacting their HR
department.