INTRODUCTION:

Jamuna Bank Limited is a private commercial bank in Bangladesh registered under the
Companies Act 1994. It was established on June 3, 2001. Jamuna Bank has 112 branches as of
December, 2016. Its head office is located at Hadi Mansion, 2, Dilkusha C/A, Dhaka-
1000,Bangladesh. Jamuna Bank Ltd is a 3rd generation private commercial bank, was
established by a group of local entrepreneurs. The bank, aside from conventional, also
provides Islamic banking through designated branches. The Bank has real-time online banking
branches (of both urban and rural areas) network to provide online banking .Key people of
Jamuna bank is Mr. Gazi Golam Murtoza (Chairman) Shafiqul Alam (MD).

FUNCTIONS OF HUMAN RESOURCES DEPARTMENT OF JBL:

>To control the administration of human resources of the bank
>To access and collect compatible personnel who will be perfect for thebank
>To take program and implement for developing human resources.
>To make appointment, promotion and appraising skill of officer and stuff
>To make service rules, correction, expansion administration rules sub rules, orders notice etc.
for collecting and stuff.
>To Conduct the Training & Development programs.
>To maintain relationship with government and other institution
>To access and grant retirement facilities at the time of retirement
>To give general sip to the brilliant student of the university for appointing and finding skilled
officer
>To communicate with union scrutinizing their demands
>To give loan for house building, by cycle, motorcycle and ensure their proper utilization
>Developing relationship with administration proper implementation of labor law
>To give medical facilities to the staff.
>To maintain relationship with retired or dead stuffs and their families to know their condition
>To maintain and grant leaves without regular leave
>To coordinate and evaluate the branch office
>To prepare and implementation policy about human resources and relatedactivities
HUMAN RESOURCE PLANINNG OF JBL:
>Forecasts of labor demand
>Forecasts of labor supply
>Forecasts of labor surplusand shortage
>Program implementationand evaluation
>Goal setting and strategic planning

JOB ANALYSIS:
There are five steps which are followed by the Jamuna Bank Limited (JBL) for their job analysis
in every department. But in this report the duties and responsibilities of HRD has been discussed.
The duties and responsibilities of the Human Resource Department (HRD) are discussed below:
Firstly, after selecting the CVs the HRD calls the applicants for interviewing them.
Secondly, the interview board tries to identify an applicants responsibility that he or she can
take for performing in the particular area of the job.
Thirdly, the HRD assesses the needs of every branches and employees and tries to build a strong
manpower budget.
Fourthly, the HRD tries to organize a very effective training program, so that it develops the
organization.
Finally, the HRD tries to make a competitive compensation package, so that the employees of
the bank are satisfied

RECRUITMENT PROCESS OF JBL:

>Identify vacancy
>Prepare job description and person specification
>Advertising the vacancy
>Managing the response
>Short-listing
>Arrange interviews
>Conducting interview and decision making
SELECTION PROCESS OF JBL:
1. Initial screening interview
2. Completing the application form
3. Employment test
4. Comprehensive interview
5. Background investigation
6. A Conditional job offer
7. Medical or physical examination
8. The permanent job offer

TRANING METODS OF JBL:

Methods are the ways through which employees are trained. Jamuna Bank Limited uses several
methods of training depending on the situation and training objectives. However, the methods of
training can primarily classify into two types:
1.On the Job Training:
>Job Instruction Training
>Job Rotation
> Apprenticeship Training
2. Off the Job Training:
> Class Room Training
>Class Room Training
> Video Presentation
>Conferences and Seminars
> Lecture method

PERFORMANCE APPRISAL SYSTEM OF JBL:

Employee performance appraisal system as adopted in Jamuna Bank with effect from September,
2005, is a part of the whole system to Human Resource Development. There are two components
of the Jamuna Bank appraisal system. These are
i)Periodic Performance Review (PPR),
ii)Annual Performance Appraisal (APA)
Periodic Performance Review (PPR)
Periodic Performance Review is used for assessment of skill and to identify the development
need of the employees. This assessment is done once a year.
Annual Performance Appraisal (APA)
The annual performance appraisal forms at the Jamuna Bank are designed by following a simple
management model that the employees at lower level require more of technical skills where as
employees moving upwards gradually require more of conceptual and human skills.

EMPLOYEE BENEFITS AND COMPANSATION:

The Jamuna Bank is committed to follow a fair, competitive and flexible remuneration policy.
The Board is the final authority for approval of this policy and will amend and review the policy
on recommendation of the Managing Director / Management Committee periodically. The
remuneration policy of the bank will cover all persons engaged in permanent service of the bank.
The different job grades at Jamuna Bank are as follows:
>Managing Director
>Associate Managing Director
>Deputy Managing Director
>Senior Executive Vice President
>Executive Vice President
>Senior Vice President
>Vice President
>Senior Assistant Vice President
>Assistant Vice President
>First Assistant and Vice President
>Senior Executive Officer
>Executive Officer
>First Executive Officer
>Officer
>First Officer
>Assistant Officer