TERM PAPER ON HRM PRACTICES
EASTERN BANK LIMITED
Department of Marketing
University of Dhaka
SL.NO. | NAME | ROLL |
01. | MD. SAHADAT HOSSAIN | 255 |
02. | MD.ASADUL ISLAM | 01 |
03. | MD.ALAUDDIN TAREK | 127 |
04. | SAYELA NAZNEEN | 23 |
This report is prepared as a requirement of the course “Human Resource Management.” We selected Eastern Bank Limited. After Visiting and talking with the HR manager of this organization we came to know various Kind of HRM practice which are used here. In this report we have followed the guidelines provided by the teacher. Here we have discussed not ...view middle of the document...
As HRM works with the people satisfaction level and it is true that there is no defined satisfaction level of a person so it is very difficult to satisfy them.
* What are you thinking about the future of HRM?
The core job of an HR manager should be the process of making their people perfect for their own job and committed to the organization. To be a successful HRM manager, he/she has to find the insights of the person and try to develop that quality. In related with this statement, in EBL whenever any post is vacant, they first announce the internal application if any of them are interested to apply for that post and fill up the vacancy.
HRM Laws 
Some important laws that govern significant aspects of human resource management include the following:
Age Discrimination in Employment Act of 1967—this legislation, which was strengthened by amendments in the early 1990s, essentially protects workers 40 years of age and older from discrimination.
Davis-Bacon Act of 1931—this law requires the payment of minimum wages to nonfederal employees.
The Walsh-Healy Public Contracts Act of 1936—this law was designed to ensure that employees working as contractors for the federal government would be compensated fairly.
Fair Labor Standards Act of 1938—this important law mandated employer compliance with restrictions related to minimum wages, overtime provisions, child labor, and workplace safety.
Occupational Safety and Health Act of 1970—This act, which established the Occupational Safety and Health Administration, was designed to force employers to provide safe and healthy work environments and to make organizations liable for workers' safety. Today, thousands of regulations, backed by civil and criminal penalties, have been implemented in various industries to help ensure that employees are not subjected to unnecessarily hazardous working conditions.
The Wagner Act of 1935—this law, also known as the National Labor Relations Act, is the main piece of legislation governing union/management relations, and is a chief source of regulation for HRM departments.
The Norris-LaGuardia Act of 1932—this law protects the rights of unions to organize, and prohibits employers from forcing job applicants to promise not to join a union in exchange for employment.
Other important laws related to human resource management include the Social Security Act of 1935, the Taft-Hartley Act of 1947, and the Landrum-Griffin Act of 1959.
Human resource management:
To illustrate in one word human resource management is all about Developing Human resource of an Organization.
Human resource planning:
Processes of determining an organization’s human resource needs. 
Eastern bank limited has a personal and administrative Department. Eastern bank limited is one of the potential emerging employers in Bangladesh. The present number of employees is approximately 2500. For the employees there is systematic in house training. They have a friendly...