Premium Essay

Hrm of Aibl

In: Business and Management

Submitted By MahmudHossain
Words 7603
Pages 31
1. Introduction

Internship is a program that enhances the capability of the graduates and a scope to do practical works in an organization related to the students to gain the work experience. In my Internship I have got the chance to work in Al-Arafah Islami Bank Ltd.(AIBL) at Mirpur-1 Branch. Modern Bank plays an important role in the economic development of a country. In Bangladesh there are different types of banking system have been existing. One of the major banking systems is Islamic Banking. Bangladesh is one of the largest Muslim countries in the world. The people of our country are deeply committed to Islamic way of life as the basis of Holy Quran and Sunnah. Naturally, it remains a deep cry in their hearts to fashion and design their economic lives in accordance with the precepts of Islam. The establishment of AL-Arafah Islami Bank Limited on June18, 1995, is the true reflection of this inner urge of its people, which started functioning with effect from June 27, 1995. It is committed to conduct all banking and investment activities on the basis of interest-free profit-loss sharing system. In doing so, it has unveiled a new horizon and ushered in a new silver lining of hope towards materializing a long cherished dream of the people of Bangladesh for doing their banking transactions in line with what is prescribed by Islam. With the active co-operation and participation of Islamic Development Bank (IBD) and some other Islamic banks, financial institution, government bodies and eminent personalities of the Middle East and countries. AL- Arafah Islami Bank Limited has by now earned the unique position of a leading private commercial bank in Bangladesh.

1.2. Origin of the Report

By using only theoretical knowledge, no one can fulfill his or her education. For this, practical experience is necessary for completing the learning. In the…...

Similar Documents

Premium Essay

Aibl

...this Internship Report on Al-Arafah Islami Bank Ltd. Hopefully this report will provide you a good insight about the marketing practice in bank’s activities. It was a wonderful experience working on this report. I would, therefore, thank you for giving me the opportunity to undertake the preparation of this report. I am grateful for your kind co-operation and immense support. To prepare this report I have tried my best to accumulate relevant information from all available sources. Thanking you once again. Rawnak Jamal Adnan ID No: 07882795 Session: 2007-2008(2ND batch) BBA, Department of Marketing AL-ARAFAH ISLAMI BANK LIMITED Banani Branch, 16 Kamal Ataturk Avenue, Dhaka. Phone: 9822250, 9822354 Ref: AIBL/BAN/2012/11327 Date. 07/10/2012 To Whom It May Concern This is certify that Jb. Rawnak Jamal Adnan , son of Jb. Jamal Uddin Mojumder & Roksana Momtaz , ID:07882795 of BRA student( major in marketing ) under Jagannath University Bangladesh has started his internship as on 19.07.2012, which will copleted as on18.10.2012. His intership program on- "General Banking" is running an insight on the AlArafah Islami Bank Ltd. in Banani Branch, Dhaka for 03 Month as our offer letter as an Internee. Furthermore he is energetic, sincere and honest in his job. We wish him every success in life. (Md. Habibur Rahman ) Senior Principal Officer. Al-Arafah Islami Bank Ltd. Banani......

Words: 15013 - Pages: 61

Premium Essay

Hrm Paper

...and using HR practices to develop those capabilities. On the other hand, he viewed HR strategy as building an agenda for the HR function and defining the mission, vision and priorities of the HR function. During the last decade, the personnel/HRM field has shifted from a micro focus on individual HRM practices to a debate on how HRM as a more holistic management approach may contribute to the competitive advantage of the organization (Fey et al., 2000). Researchers drawing largely on a behaviourist psychology perspective have addressed the link between human resource management practices and competitive advantage (Schuler and Jackson, 1987; Schuler and Macmillan, 1984). From this perspective, researchers have argued that human resource management practices can contribute to competitive advantage as far as they elicit and reinforce the set of role behaviours that result in lowering costs, enhancing product differentiation or both (Schuler and Jackson, 1987). This paper focuses on strategic HRM, as defined by Ulrich (1997), and the strategic role of HR linked to the organizational learning capabilities of the Indian managers. The study will now look at the field of HRM/HRD and the link to organizational learning capability. HRM/...

Words: 387 - Pages: 2

Premium Essay

Hrm in Construction

...management (HRM) has frequently been described as a concept with two distinct forms: soft and hard. These are diametrically opposed along a number of dimensions, and they have been used by many commentators as devices to categorize approaches to managing people according to developmental- humanist or utilitarian-instrumentalist principles (Legge, 1995b). The terms have gained some currency although, from a theoretical point of view, the underlying conflicts and tensions contained within the models have not been sufficiently explored and, from a practical perspective, available empirical evidence would suggest that neither model accurately represents what is happening within organizations (Storey, 1992; Wood, 1995). This leads us to question the value of these dimensions for defining normative forms of HRM. In this paper, we analyse the conflicts and tensions both between and within the soft and hard models,. CONFLICTS AND TENSIONS BETWEEN SOFT AND HARD MODELS OF HUMAN RESOURCE MANAGEMENT The soft-hard dichotomy in HRM exists primarily within normative models of human resource management, rather than in what Legge (1995b) terms the descriptive-functional or critical-evaluative traditions. The earliest examples where this terminology is used are in the work of Guest (1987) and Storey (1987, 1992). Guest (1987), in seeking to define HRM, identifies two dimensions, soft-hard and loose-tight. Similarly, Storey (1992) plots existing interpretations of HRM......

Words: 1537 - Pages: 7

Premium Essay

Rhetoric of Hrm

...Rhetoric of HRM is Soft But the Reality is Hard HRM Viewed as a Rhetorical Device Mulvaney, P (2012) Page 1 Paul Mulvaney N00128352. Course DL243f Contents Introduction....................................................................................................3 Where does the HRM rhetoric–reality gap exist........................................4 Why has management used HRM as a rhetorical device...........................5 How has HRM rhetoric penetrated work culture.......................................6 Conclusion......................................................................................................7 References.......................................................................................................8 Page 2 Paul Mulvaney N00128352. Course DL243f Introduction The gap between the soft rhetoric contained within corporate communications and the sometimes hard realities of organisational life has received much attention within the HRM literature. The debate centres on the issue of managements’ ability and intent to implement soft HRM practices, which appear to offer value to both sides of the employment relationship. The following paper aims to address the where, why and how of HRM rhetoric’s influence on employment. The key issues are: Where and in what context is there a lack of congruence between the perceived promises of management and employee experience? Why and to what end has management used......

Words: 1893 - Pages: 8

Premium Essay

Grren Hrm

...Ph.D. Research Proposal Area of Research: Human Resources GREEN HUMAN RESOURCEMANAGEMENT PRACTICES IN ANKLESHWAR CHEMICAL FACTORIES Table of Contents Page No. CHAPTER 1 INTRODUCTION………………………………………………..03 1.1 What is Green?............................................................................................. .04 1.2 What is Green HRM?.................................................................................. .04 1.3 Why HR?...................................................................................................... ...06 1.4 Some Practices and Example…………………………………......................07 1.5 Chemical Industry Profile…………………………………………………..08 CHAPTER 2 REVIEW OF LITERATURE……………………………………09 CHAPTER 3 IMPORTANCE OF THE STUDY………………………………11 3.1 Green HRM Practices……………………………………………………….13 CHAPTER 4 OBJECTIVES OF THE STUDY………………………………..18 CHAPTER 5 HYPOTHESIS……………………………………………………19 CHAPTER 6 RESEARCH METHODOLOGY……………………………....19 CHAPTER 7 BIBLIOGRAPHY AND WEBLIOGRAPHY…………………..20 CHAPTER 8 END NOTE……………………………………………………….20 1. INTRODUCTION  GREEN Green is the colour of emeralds,Jade, and growing grass. Green is the colour most commonly associated with nature and the environmental movement, Islam, spring, hope and envy. The term Green is derived from the German word Grun and Grene. The first recorded use of the word as a color as term in Old English dates to AD 700. In (Germanic, Romance...

Words: 3911 - Pages: 16

Premium Essay

Features of Hrm

...2. Write the features of HRM Human resources refers to the people that work for an organization and the capabilities of these people. The fun resource management covers (HRM) all the activities that are designed to acquire, preserve, develop and use th in an organization. The basic purpose of HRM is to make effective and efficient use of human resources of an o towards achievement of the goals and objectives of the organization. The various areas of influence of the HRM include the following. Determination of the right quality and quantity of different types of human resource assets required by th meet its current and future requirements. Determining and implementing business policies and practices that are best suited to acquire, develop, re effectively the human resources in the organization. ∑Recruitment of people. Ongoing management of activities related to remuneration of people and development and maintenance organizational culture and work environment, conducive to effective and efficient working of people as groups. ∑Providing support for recruitment of the required people in the organization. Providing support for decision making on increment, promotions, transfer and other similar people relate organization. Providing support for ongoing development and training of the people, in line with requirement of the or current availability of skills and capabilities. Pervasive Force: HRM is pervasive in nature. Ii is present in all enterprises. It......

Words: 1011 - Pages: 5

Premium Essay

Hrm in Context

...(Print) e - ISSN 1857- 7431 HOW FAR DOES HRM DIFFER FROM PM Habib Allah Doaei Ferdosi University of Mashhad Rahim Najminia Ferdosi University of Mashad Abstract It is clear from the literature that HRM represents a shift in focus and strategy and is in tune with the needs of the modern organization. HRM concentrates on the planning, monitoring and control aspects of resources whereas Personnel Management was mainly about refereeing between the management and employees. Many scholars view Personnel Management as being workforce whereas HRM is resource. The differences between these two terms have to be viewed from many perspectives through the times and in context of the industry that is being studied. Keywords: Human resource management, Personnel management, SHRM Introduction Many researchers have been arguing recently the difficulty of distinguishing clear differences between Personnel management and Human resource management. Some authors believe that the difference is just a change of label as Torrington (1989cited in Koster 2007) said and there is no different in the content of Human resource management. On the other hand, there are researchers such as Guest (1987 cited in Arsmtrong, 1999) who argued that Human resource management is differentiated from traditional Personnel management. However, HRM is concerned with performing the same functional activities traditionally carried out by personnel function, but HRM approach performs these functions......

Words: 3022 - Pages: 13

Premium Essay

Hrm Overview

...Management Overview HRM/300 – Fundamentals of Human Resource Management Week 1 – Human Resource Management Human Resource Management is described as the department of an organization that is responsible for recruiting, training, motivating, and retaining employees. Although these are the main functions of Human Resources, other functions fall under the Human Resource umbrella. Over the years, the Human Resources department has evolved by adding many more functions to their department, such as compensation, benefits, performance management, and evaluation. No longer is the Human Resources department just for hiring, training, promoting, or terminating. There are several new privacy laws such as HIPPA, that the Human Resources department ensures that the company compliance. Another common misunderstanding of HRM, is the function there is for hiring, disciplining for violations that go against company policy, and for terminating employment. While these functions are part of the responsibilities of Human Resources, there is a much broader scope within an organization. Primary Function of Human Resource Management is to manage the organization’s employees. Employees are the most valuable asset in an organization. Machines, technology, and the best products and services would not exist without the human assets. “People—not buildings, equipment, or brand names—make a company” (DeCenzo & Robbins, 2007. p. 32). Expanding on the primary function of HRM involves four......

Words: 1076 - Pages: 5

Free Essay

Hrm in M&a

...strategic, operational and financial objectives. The crux of the matter lies in the excessive focus on financial due diligence, risk assessments. Quite often, the people factor, i.e. issues that relate directly to people as workforce management and cultural integration, are left out of the due diligence process creating major challenges later during integration. In the past, HRM was expected to provide support in postintegration efforts, as well as increased business focus and knowledge to ensure that the full value of M&A deals is realized. For organizations, it important to believe in the fact that People are its key assets. However, today we realize that, mastering the softer issues is the hardest part of integration and has the strongest influence on an M&A’s long-term success. HRM professionals are expected to be ready to manage the people, opportunities and the risks associated in these transactions. Managing organizational change and business / culture integration requires more attention by Leadership and HRM to M&A deals. ______________________________________________________________________________ HRM in M&A By Ajit Kumar on May 18, 2013 2 Background Mergers and Acquisitions (M&A) is an aspect of corporate strategy and management dealing with the buying, selling, and combining of different companies and similar entities that can help an enterprise grow rapidly in its sector, or a new field or new location. The integration of two organizations is......

Words: 2504 - Pages: 11

Premium Essay

The Future of Hrm

...Sustainable Human Resource Management: Is it the future or just an interesting theory? Abstract: The purpose of this work was to understand whether sustainable human research management is a solution for the future of HRM. For this reason a research was made regarding the concept of sustainability, its relationship with HRM, and some early versions of how this concept might work. The research showed that while the general knowledge of this perspective idea has been around for a few decades, researchers have only covered some of the basics about this topic. The research also demonstrated some of the positive implications this idea could inflict if it could actually be successful implemented. From the results it can be concluded that while this is still a raw idea, the recent economic struggles will force organizations to plan ahead and figure out how to achieve sustainability. Introduction: A green and healthy lifestyle is becoming more and more popular all around the world: people are sorting and recycling almost everything after it has been used for the first time, companies are looking for ways to look out for the environment, and governments are spending huge amounts of funds on developing alternatives for oil and other natural resources. People are starting to realize that they cannot continue living like they have for the last couple of centuries; they are starting to think about the future. All of this is being done in order to preserve the most valuable thing......

Words: 3523 - Pages: 15

Premium Essay

For Hrm

...perception of selected student of HRM student in Taguig City University regarding the comparison in choosing between Associate’s Degree and Bachelor’s Degree. The four purposes of this chapter are to (1) describe the research methodology of this study, (2) explain the sample selection, (3) describe the procedure used in designing the instrument and collecting the data, and (4) provide an explanation of the statistical procedures used to analyze the data. A descriptive research methodology was used for this study. A survey was administered to a selected sample from a specific population identified by the National School Board Association. The term ‘survey’ is commonly applied to a research methodology designed to collect data from a specific population, or a sample from that population, and typically utilizes a questionnaire or an interview as the survey instrument (Robson, 1993). Surveys are used to obtain data from individuals about themselves, and how they see the differences between Associate’s Degree and Bachelor’s Degree. Sample surveys are an important tool for collecting and analyzing information from selected individuals. They are widely accepted as a key tool for conducting and applying basic social science research methodology (Rossi, Wright, and Anderson, 1983). For these reasons, the researcher chose a descriptive research methodology and designed a questionnaire survey instrument to assess the perceptions of selected student of HRM student in Taguig......

Words: 6636 - Pages: 27

Premium Essay

Transformational Hrm

...13 Table of Contents 1. Introduction1 2. HRM Transformation in general terms2 2.1 HRM phenomenon 3 2.2 Trends driving it3 3. HRM formulation for the manufacturing company 4 3.1 About the company4 3.2 Harvard HRM model 4 3.3 Situational and Stakeholders Aspects 5 3.4 Defining business strategy6 3.5 HRM policies 8 3.6 HRM Delivery9 4. Recommendations and Conclusions 10 4.1 Interpretational model and recommendations10 4.2 Conclusion13 References14 1. Introduction The first part of the report will provide an insight to what circumstances triggered HRM transformation. Then we’ll explore the complex issues debated around HRM transformation at present and attempt to examine some theoretical perspectives and approaches that may be suitable in advising CEO what HRM transformation would mean for the manufacturing industry. We’ll emphasize in our report that restructuring and retrenchment should be practiced only when relevant. In the last section of our report we’ll present an interpretational model amalgamating figures and some rhetorical findings analysed in the earlier sections of the report and based on the analysis of the same model we’ll provide recommendations and conclusion as to how HRM transformation might achieve both cost cutting and increased effectiveness. 2. HRM transformation in general terms 2.1 HRM phenomenon During Margaret Thatcher’s administration we observed ‘an ascendancy of a new political and......

Words: 3772 - Pages: 16

Premium Essay

Hrm Essay

...identify promising individuals and differentiating potentials when hiring or promoting staff, establish adaptable organizational structures that encourage work-life balance, promote diversity and inspire employees is an invaluable management skill that allows firms to efficiently make use of its human resources. This type of management is otherwise known as Human Resource Management (HRM) ('A treasure too valuable to waste', 2010). This essay aims to discuss how HRM can be used to increase employee commitment and organisational performance through the use of different human resource management models. The definition of HRM will be further discussed and the different models that firms may use to achieve objectives. Furthermore, the mentioned benefits of HRM will be contrasted with it’s unique challenges, through a detailed critiquing. The models discussed are the Harvard Model and the Strategic Human Resource Management Model. Lastly, a practical analysis will be conducted in order to develop recommendations for how firms can overcome some of these challenges before conclusion. Defining HRM According to managementstudyguide.com (2015), human resource management “is the process of managing people in organizations in a structured and thorough manner.” This definition looks at human resource management in terms of regulatory functions involved in managing employees, such as pay, hiring procedures, performance management, amongst other activities (Gill,1999). The second......

Words: 1576 - Pages: 7

Premium Essay

Strategic Hrm

...STRATEGIC HRM Introduction to HRM: Human Resource Management ("HRM") is a way of management that links people-related activities to the strategy of a business or organization. HRM is often referred to as "strategic HRM". It has several goals: - To meet the needs of the business and management (rather than just serve the interests of employees); - To link human resource strategies / policies to the business goals and objectives; - To find ways for human resources to "add value" to a business; - To help a business gain the commitment of employees to its values, goals and objectives Human resources management –It’s a main concern of management, using people in the organization. The rules and practices involved in delivery to the people or H.R.M. It is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concern. Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function. (Dessler ET all, page 2, 2009) Sainsbury’s Plc: Sainsbury’s is one of the leading food retailers in the United Kingdom and also operates property and financial services. Sainsbury’s H.R.M department is a big part of the company and have their own mission statement......

Words: 3995 - Pages: 16

Premium Essay

Strategic Hrm

...between business strategy and human resource management (HRM) 3. Explain three models of human resources (HR) strategy: control, resource and integrative 4. Comment on the various strategic HRM themes of the HR–performance link: re-engineering, leadership, work-based learning and trade unions 5. Outline some key aspects of international and comparative HRM 38 Human Resource Management Introduction In the first chapter, we examined the theoretical debate on the nature and significance of the human resource management (HRM) model; in this chapter we explore an approach to HRM labelled strategic human resource management, or SHRM. By a strategic approach to HRM, we are referring to a managerial process requiring human resource (HR) policies and practices to be linked with the strategic objectives of the organization. Just as the term ‘human resource management’ has been contested, so too has the notion of SHRM. One aspect for debate is the lack of conceptual clarity (Bamberger & Meshoulam, 2000). Do, for example, the related concepts of SHRM and HR strategy relate to a process or an outcome? Over the past decade, HR researchers and practitioners have focused their attention on other important questions. First, what determines whether an organization adopts a strategic approach to HRM, and how is HR strategy formulated? Of interest is which organizations are most likely to adopt a strategic approach to HRM. Is there, for example, a positive association......

Words: 14981 - Pages: 60