This is a formal group presentation of Human Resource Planning (HRP) Practices in Prime Bank Limited. It was prepared by especially me, Afsana, Methela, Shahriar and Monir. This is a very informative and useful PowerPoint slide for those who need help to create HRP Practices in any bank and its HR related activities. It contains most of the details required for HR Planning, HR Recruiting and HR Training. Feel free to use this slide for your presentation and research. Thank you.

1. Welcome
to the
Presentation

2. HRP Practices in
Prime Bank Limited
By Mohammad Faheem Hasan, Afsana Chowdhury,
Methela Zaman, Md Shahriar Hossain, and Monir
Hossain

3. Contents
Introduction – Prime Bank Limited
Nature of HRP in PBL
Objectives of HRP in PBL
Methodology of PBL
• Moving Average
Benefits of HRP Practices in PBL
Problems of HRP Process in PBL
Conclusion
Findings
Recommendations.

4. Introduction- Prime Bank Limited
Prime Bank, is a top-tier second generation local commercial bank in
Bangladesh established in 1995. Headquartered in the heart of Dhaka's
financial hub Motijheel, the Bank's operational footprint is spread all over
the country with 146 branches and 170 ATM locations. It was incorporated
under the Companies Act of 1994.
Prime Bank is best known for its expertise in Corporate and Institutional
Banking and its innovative Digital Banking services. Global Finance, a
North America based leading financial publication has recognized Prime
Bank as the Best Bank in Bangladesh in 2020. Prime Bank has also been
awarded as the Best Digital Bank in Bangladesh in 2020 by Asiamoney,
another global financial publication.
In 2014, Prime Bank initiated a 'Business Model Restructuring and
Centralization' project to bring more coherence in its banking practices
while re-engineering its business processes to enhance resource
efficiency.

5. Nature of HRP in PBL
The features of effective human resource planning in
Prime Bank are:
 Prime Bank Limited is a goal-oriented financial institution.
 It has a continuous process.
 There is an optimum utilization of human resources in the
bank.
 Right person at the right time, right place, and right
position.
 There is determination of demand and supply in Prime
Bank.

6. Objectives of HRP in PBL
The main objectives of effective HRP in Prime Bank Limited
are:
 To make the promotion and transfers policies in Prime
Bank.
 To ensure the optimum use of available manpower in
banking.
 To provide the necessary manpower in the bank when
required.
 To assess the future manpower requirements to achieve

7. Methodology of PBL – Moving Average
Moving Average Method of Prime Bank Employees
Prime Bank Limited has the following manpower data for
their healthcare divisions for the past 5 years. For 2015,
manpower level is less relevant and its weight is one. For
2016 and 2017 weight is 2, for 2018 weight is 3, while for
2019 weight is 4.
Year Manpower Level/Data
2015 5,906
2016 5,757
2017 5,373
2018 5,719
2019 6,950

8. Methodology of PBL – Moving Average
Five-Period Solution:
F/M = 6950+5719+5373+5757+5906 / 5
= 29705 / 5
= 5941.
Four-Period Solution:
F/M = 6950+5719+5373+5757 / 4
= 23799 / 4
= 5950.

9. Methodology of PBL – Moving Average
Weighted 12-Period Solution:
F/M = (1x5906) + (2x5757) + (2x5373) + (3x 5719)
+ (4x6950) / 12
= 5906 + 11514 + 10746 + 17157 + 27800 / 12
= 73123 / 12
= 6094.

10. Methodology of PBL – Moving Average
Comment: According to the given data, the
manpower level is highest in 2019 and lowest in
2017. From the three period solutions, the weighted
12-period solution – Manpower level of 6094 – is the
most accurate time period, because if time period
chosen is fruit, then we get wide variability in our
forecasting. Therefore, considering more time
periods means achieving better results, and for
achieving better results, the weights are assigned for
different time periods at the discretion of the analyst.

11. Benefits of HRP Practices in PBL
 Create a pool of talents in Prime Bank Limited.
 Preparation for future HR needs and practices for the
bank.
 Promote the bankers systematically.
 Provide basis for Human Resource Development (HRD)
in the bank.
 Helps in banking career and succession planning.
 Identifies recruitment and selection needs for the bank.
 Shares banking knowledge and open house

12. Problems of HRP Process in Prime
Bank Limited
 Inaccuracy in Payroll and Auditing.
 Employee, Employer and Trade Union resistance.
 The future of the bank is uncertain.
 Inefficient data & information system.
 Time-consuming and Expensive Process.
 Conservative Attitude and Inadequate Support of the
Top Management in the Bank.

13. Conclusion
HRP is a long and tedious process that needs
patience. That is why Prime Bank has an orderly
system in order to recruit applicants and able to
maintain the employees’ pool to be hired and filled
upon the vacant positions in the company.
Hence, in HR planning and recruiting, the use of
social media and the internet is a big help to
effectively gather competent employees suited for
the job available.
Secret Key to Success in HRP is the Right Person
available at the Right Time, Right Place, and Right

14. Findings
1. There is a positive correlation between planning activities
provided by Prime Bank HRP and the financial performance of
Bank. High working activities (total no. of working participants
and working days) results in high financial performances of
Prime Bank Limited.
2. Prime Bank HRP helps to create an outstanding professional
image within the banking industry by developing our workforce
through effective planning associated with future
requirements.
3. Prime Bank HRP is trying to improve the Bank’s effectiveness
by providing employees’ development on job-related

15. Recommendations
1. Prime Bank Limited should introduce more on-the-job planning
and training. It is the age of technological development. Although
computer & internet connection is not used that much, it can be
a very useful source of knowledge for employees to update their
abilities and skills.
2. Trainers should be well planned and should have complete
knowledge and skills. Effective training programs should be
evaluated with the efficiency of HR Planning. So that they can
provide effective training.
3. The IT Lab of HR Planning and Recruitment Centre should be
upgraded with latest technological equipments and reliable

16. That’s all for today.