Human Resource Management.

Human Resource Management

Table of Contents
Introduction......................................................................................................................................1
Analysis of BAJ’s HRM practices- Training and development......................................................2
Recommendations as compare to best practice...........................................................................3
Analysis of the best practice recommendations in light of the best fit considerations....................4
Recommendations for improvement................................................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

Introduction
Human Resource Management (HRM) is the process of recruiting, selecting, training and
developing, performance appraisal, rewards, motivating employees etc. (Cascio, 2015; Bratton
and Gold, 2017). Furthermore, it also includes the safety measures of employees, maintaining
relations, welfare and labor laws in context of employee’s health etc. (Armstrong and Taylor,
2014; Chelladurai and Kerwin, 2018). Here, the current report is based on the HRM practices of
the selected organization Bank AI Jazira (BAJ) which is Saudi Arabian based banking
institution. In this context, the best HRM practices of BAJ as learning, training and development
practices or function has been selected. For this purpose, the interesting training practices has
been evaluated and on the basis of it, effective reflection have been provided for the
modifications in the human resource practices. At the end, the best fit recommendations have
been listed out on the basis of available and modified practices to deal with the contingencies.
 Overview of Bank Al Jazira- BAJ is a fast-growing financial institution and having a
leading position in Saudi Arabia. The bank is performing in a group which is focusing on
the customer’s interest by continuously developing the innovative products and services
(Bank AI Jazira, 2019). Furthermore, the bank has a motive to meet the demands of the
clients, entities and companies. The bank is performing the business operations since
1975 and incorporated as a Saudi joint stock company in Saudi Arabia. Besides this, the
bank acquired the branches of National Bank of Rajasthan in Saudi Arabia but in 1993
the bank had restructured the successive capital from shareholders which reduces the
ownership of National Bank of Rajasthan. Furthermore, the bank had introduced the
latest technology by including modern and advanced banking products and services to
enhance the capabilities of the employees. Apart from this, the bank has initiated to
commence the program for community development related to teaching of Islamic
religion along with cooperation of government or non-government organizations (Bank
AI Jazira, 2019).
 Chosen HRM function (Training, development and learning)- HRM has two major
functions out of which sub-function learning, training and development to ensure
employees have the competencies to perform successfully has been selected. It is most
interesting function of BAJ because the bank is performing well in this sector to
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encourage the employees and to improve the productivity in the firm. Furthermore, the
bank has a belief that every employee must have an opportunity to get new skills and
develop the career in order to satisfying the needs of personal and professional life (Bank
AI Jazira, 2019).
Analysis of BAJ’s HRM practices- Training and development
BAJ has the affective HRM practices and policies for the training and development of the
employees within the firm which further helps to fulfilling the personal as well as professional
requirements. In this context, BAJ conduct the recruitment and training programs for the
development of existing as well as new commers in the bank. Here, the bank has a policy to
appoint better candidates and offer the required taring for growth (Bank AI Jazira, 2019). In this
regard, the bank conducts the Fawri Development Program (FDP) for the new commers to
develop the skills to match the demands of the job in Fawri centers. This program is conducted
for two months only to provide the training regarding banking knowledge as well as skills by job
training and face to face classroom training. Here, BAJ has several HR practices such as
recruitment of qualified personals, remunerations for job satisfaction and development, better
staff relations, adequate training to employees, talent and performance management etc. (Bank
AI Jazira, 2019). Apart from this, the bank has a major focus on the implementation of HR
practices in Saudi Arabia to absorb the cultural differences and for this purpose, complete
learning and training programs are conducted. Furthermore, BAJ has a HR policy to employ the
superior capabilities in selection, recruitment and training for peak performance.
BAJ conducts the HRM practices for the development of networks with branches. In this
context, BAJ held a Branch Network Development Program (BNDP) for the new hires as
customer service officers to bring the new commers as effective as officers. This type of training
is provided to the staff to encourage commitment and motivate by sense of belonging.
Furthermore, it’s a three-month development program to provide the knowledge by virtual
branch training, business rotation and on-the-job training (Bank AI Jazira, 2019). Besides this,
BAJ also held the practice as the Management Associate Program (MAP) which emphasizes on
learn today and lead tomorrow concept because it is a management entry level of BAJ.
Furthermore, the practice is formulated for the excellent post graduates who has a caliber to
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