Bangladesh
A veteran with more than twenty five years of experience; who has demonstrated very successful career in Human Resources Management, Organizational Development, Administration & Procurements, Brand Communication, Branch Operation and Retail Business {Assets, Liability & Credit Card} with a career exposure in Multinational Company, HR Consulting and Financial & Banking Industries at home and abroad. He has always been contributed directly to the success of the organization and its growth where he employed.
A group of companies comprising of seven business units (ISP, Telecommunication, Banking Solution, Solar Panel, & IT related business), total about 900 employees. I am overall responsible for HR functions within the group.
Overall transformation of the following departments/divisions are done in order to boost the efficiency and effectiveness of the Bank: - Human Resources Division - Retail Banking Division (RBD) - Credit Card Department - Marketing & Development Department under RBD - General & Common Service Division - Branch Banking Department - PR & Brand Communication Department
Job responsibilities but not limited to the followings: - Designing and implementing overall HR & Business Strategies. - Change management strategy - Boosting employee & organizational efficiency and productivity - Transform Human Resources to Human Capital - Develop & implement KPI based performance appraisal & performance based reward - HR audit - Introduce system based HR practice - Broad-banding salary scale and salary enhancement - Process mapping all functions to reduce lead-time - Organization Hierarchy (review & revise). - Revise existing policy and develop new policy & procedure. - Conduct Job/Task Analysis for all business units including Divi & Dept. - Develop Job Descriptions for each individual - Competency mapping for each individual and develop skill inventory - Job profiling for individual to identify the potential - Job Evaluation for all positions (Monks Seven Factors JE) - Revisit Branch Grading - Career Path for talents. - Succession Planning for key positions. - Standard Manning Set-up for all business units & reconcile with Branches - Health Check-up of the Branches (97 Branches) - Manpower planning and developed. - Develop a recruitment strategy to ensure right person is/are hired in right time with right pay. - Conduct Training Need Analysis (TNA) Yearly training plan to cover all employee minimum 16 man-hours training per year. - Job Rotation for potential employees - Conduct Yearly Mystery Shopping by 3rd Party to improve customer service.
Organization development Change Mangement Performance measurement (setting KPI for all individuals) Compensation & benefits Policy development Career & succession planning Process re-engineering Overall HR & people functions.
Accomplishments: - Developed HR Strategy (Manpower Planning, etc.) - Revised the organization chart - Job Descriptions - Revised the policy & procedure - Developed KPI for all Individuals - Streamlined HR Process - Developed Succession Planning - Introduced New Performance Measurement System - Revised salary structure and salary of all individuals.