Hr Research Project

HUMAN RESOURCE MANAGEMENT

Research Project

Written By: Mohamed El Metwaly

Student No. 1340

Islamic banking refers to a system of banking or banking activity that is consistent with Islamic law (Sharia'h) principles and guided by Islamic economics. In particular, Islamic law prohibits usury, the collection and payment of interest, also commonly called riba.

Generally, Islamic law also prohibits trading in financial risk (which is seen as a form of gambling). In addition, Islamic law prohibits investing in businesses that are considered unlawful, or haraam.

Through this research will spot light on one of departments within one of the oldest Islamic bank in the Arab world.

We will do interviews with members of the department and present their views to set aside the weaknesses and strengths in this department and through the selection of individual from different administrative levels.

After the analysis we will divide the organization chart as a whole to identify the problems faced by and view the history of those problems and then we will re-structure of the department as a whole with a plan for training and development and also create a career path for all staff levels in different administrative department.

Research Outline:

 Brief about Islamic banking.

 Describe phone banking department chart in one of Islamic bank.

 Review different views about department main issues.

 Define department issues.

 Analysis all points and define solutions from HR point of view.

 Setup action plan to implement solution with time base.

 Reference.

Extend Research Outline:

 Brief about Islamic banking:

Islamic finance has been gaining momentum on a global scale for the last 30 years.

Many Islamic Banks have sprung up over the last few years. These changes are occurring both in Muslim and in western countries, and are driven by a global trend amongst Muslims to become more observant of their faith.

It might have been the reason why Islamic Banking emerged, however, today Islamic Banking is sought by Muslims and non-Muslims due to the benefits it offers.

Industry size is currently estimated at more than $400 billion, with projected growth of 15% per annum.

Financial institutions around the globe are trying to keep pace with the growing demand for Sharia'h compliant products and services.

 Describe phone banking department chart in one of Islamic bank:

(Organization Chart 2009, DIB Internal Document)

 Review different views about department main issues:

1. Old Stuff view:

By sitting and start an open discussion with the Old Stuff about department main issue we discover that 7 of 10 of them did not receive any increment from 2008.

Moreover, most of them they do not know anything about their career path which reflect directly to the job quality.

And if we add the combinations of low salary and negative feeling together with low of loyalty and self esteem we receive in the other side low customer service productivity and Professionalism which will impact directly on the customer.

2. New Stuff view:

We discover that they absorb high volume of negative feeling from the old stuff that's why they already take s decision to not continue in the bank and stay for just one year.

The reason is they feel that they will not have any chance for build there career in the bank and the atmosphere is very bad.

This is without mentioning the work environment which is not very good too although they accept the salary but all of them agreed that when they search in the market they found that this low according to the same job and title in the other bank.

3. Quality Assurance Manager view:

Agreed about all staff issue and related these issues that after the crisis the bank face hard time and starting random retention without any plan to reduce the crisis impact and financial cost.

Moreover, from manager's point of view this is create insecurity feeling between all the stuff combine this with the weak communication and coordinate between all the department and HR department they lost a lot of highly loyal experience staff.

Also, the department certainly need for salary increment and reward sachem system and to restructure all the department chart but because the gaps between what the department needs and the financial cost not all the represented plan are implement.

In addition, the unclear policies of the bank reflect on all departments and create big gap between making strategy and put it in action.

At the end, the lake of understanding of the importance of the phone banking department impact on the bank system.

4. Team leader view:

Not totally different as he mention that pig pressure from top management to achieve there target although they know they have low resource and average technology By require specific report not commensurate with the current technology which west time and effort in something will not take all of this time and leave the important of achieving team goal.

Moreover, according internationals standards each team leader should manage with maximum 15 agent with one or two supervisor to assist but the department we found that he suppose to manage 45 agent with two supervisors to assist him and with adding the normal tasks and duties . (DIB Filed Research & Internal Interviews.)

 Define department issues:

1. Salary increment plan.

2. Stuff promoting plan.

3. Appraisal & evaluating system.

4. Weak

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