Manpower Analysis of ONE

Bank Ltd.
Introduction:
Manpower means Total supply of personnel available or engaged for a
specific job or task.

In economics it means Total labor force of a nation,

including both men and women. If there are more people than available jobs,
it is called manpower surplus; if available people are fewer than jobs, it is
called manpower deficit.
Coleman has

defi ned human

resource

or manpower

planning as

the process of determining manpower requirements and the means

for meeting those requirements in order to carry out the integrated
plan of the organization.
Stainer defines manpower planning as strategy for the acquisition,
utilization, improvement, and preservation of an enterprises human
resources. It relates to establishing job specifications or the quantitative
requirements of jobs determining the number of personnel and developing
sources of manpower.
According to Wickstrom, manpower planning consists a series of activities.
Those are:
1. Forecasting future manpower requirements
2. Making an inventory of present manpower resources
3. Anticipating manpower problems by projecting present resources
in to the future and comparing them with forecast of requirements
to determine their adequacy both quantitatively and qualitatively.
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4.

Planning

of

recruitment,

selection,

training,

development,

utilization, transfer, promotion, motivation and compensation to

ensure that future manpower requirements are properly met.
Thus it will be noted that Planning consists in projecting future
manpower requirements and developments and development man
power plans for the implementation of the projections.

To analyze the manpower planning of an organization, we have

chosen the karwan bazar brunch (or Head Offi ce) of ONE Bank Ltd.
Overview of ONE Bank Limited:The name 'ONE Bank' is derived from the insight and long nourished
feelings of the promoters to reach out to the people of all walks of life and
progress

together

towards

prosperity

in

spirit

of

oneness. ONE

Bank Limited was incorporated in May, 1999. With the Registrar of Joint
Stock Companies under the Companies Act1994, as a commercial bank in
the private sector. The Bank is pledge-bound to serve the customers and the
community with utmost dedication. The prime focus is on efficiency,
transparency, precision and motivation with the spirit and conviction to excel
as ONE Bank Limited in both value and image.
In the financing side, the bank's major concentration is in trade finance covering about 20.88% of
total financing as on YE2006 which is mainly a short-term investment. The banks financing
concentrate in both, working capital finance and long-term finance. OBL has major
concentration of financing in the industrial sector, for example; the textile and RMG sector and
both the above sectors cover 30.89% of the total portfolio. OBL in 2010 was recorded an
impressive operating profit of Taka 1,678.85 million during the year, as compared to
Taka 1,107.81 million in 2009. This represents a growth of 51.55 percent over the preceding
year. While, during the same period Deposits grew by 41.29 percent and Advances by 39.70
percent. ONE Bank was evaluated by Credit Rating Information and Services Limited (CRISL)
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based on its financials as of December 31, 2008. It certified OBL as an A grade bank for long
term investment and it holds its position at ST-2 (Standard two) for short term investment. In
last three years OBL is established itself as a brand for providing banking services, by using
mordern technology in banking sector
Number of Manpower:
One Bank Limited has Fifteen 44 employees. 29 of them are male
and 15 of them are female. There have total 12 Departments. The
number of employees in each department is given bellow:
No.

Name of Department

1
2
3
4
5
6
7
8
9
10
11
12
13
14

General Banking Department

Credit Department
Retail Banking
Loan Department
Cash Management Department
Accounts Department
Finance Department
Foreign Affairs Department
Marketing Department
Logistic Department
IT Department and
HR Department
Legal Affair and loan recovery Department
Department of Compliance, Audit & Risk
Management
Total

Employee
Number
4
2
2
2
2
4
4
4
13
2
6
2
2
4
53

OBL expanding its workforce in every 2 fi scal year due to the

expansion of new brunch. So they shift their experience employee to
new brunch as vice president of the bank.
They make their HR Planning by analyzing the last 5 years employee
infl ow and outfl ow of workforce.
Contingent Workforce:

According

to

the

HR

Department

of

OBL

every

years

later

maximum 4 employee resign that organization due to the getting

higher off er then OBL by other competitor banks. Most of them
worked on Finance, Marketing and IT Department. There has also
some employees who thinks that he or she did not get the expected
promotion

or

raise

on

salary

so

they

resign

and

join

other

organization. In last 5 years 3 of the employee switch their job from

OBL. Two of them worked in accounts department and another one
worked in logistic department.
It is a hurdle when an experience employees resign form OBL
workforce and it is diffi cult for organization to cope up that situation
by hiring new employee who has no experience in OBL. So OBL hire
some graduate people who have no experience in OBL in very early
stage as a contractual basis. They called the assistant trainee or
assistant offi cer or probationary offi cer. Those are the contingent
workforce of the OBL
A contingent workforce is a provisional group of workers who work for an
organization
independent

on a non-permanent basis, also known as freelancers,

professionals,

temporary

contract

workers, independent

contractors or consultants. Contingent Workforce Management (CWM) is the

strategic approach to managing an organization's contingent workforce in a
way that it reduces the company's cost by hiring inexperience employees in
the management of contingent employees and mitigates the company's risk
(sudden loose of experience employee) in employing them.
The group of contingent worker works under the experience people and they
teach and train them about the work and attitude of the organization.
In Banking Industry there has a crisis of efficient employees of Marketing,
Finance and IT departments. So bank focuses on those departments
contingent workforce. Those departments are not only most important but
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also those carry the major function of bank. The rate of unsatisfied people in
Assistant
accounts department is higher so bank not only provides compensation
but
President
Vice
also hires some contingent workers.
President
General
Manage
The contingent worker enter as a trainee and they can be become a
r
Senior
president of the bank in next 25 years.
Assistant
Assistan
Vice
The ranks need achieve of a contingent worker is given tbellow,
President
General
Assistant
Vice
President

Manage
r

Senior
Princip
al
Officer
Principal
Officer
Senior
Assistan
t
Principal
Officer
Assistan
t
Principal
Officer

= Contingent
Worker

Senior
Office
r
Senior
Assistan
t Officer
Senior
Officer

Office
r
Probationary
Officer

Assistan
t

Number of Contingent Workforce:

The total 13 people are contingent workers among the 53 workers of
OBL Head Offi ce.
No.

Name of Department

Employ
ee
Numbe
r

Conting
ent
Worker

General Banking
Department
Credit Department
Retail Banking
Loan Department
Cash Management
Department
Accounts Department
Finance Department
Foreign Affairs
Department
Marketing Department
Logistic Department
IT Department and
HR Department
Department of
Compliance, Audit & Risk
Legal Affairs and Loan
Recovery Department
Total

2
2
2
2

4
4
4

2
2
-

13
2
6
2
2

4
4
-

53

13

2
3
4
5
6
7
8
9
10
11
12
13
14

Percentage of
Contingent worker

Total Employee Number

Contingent Wor ker

13
100
53

= 24.5283%