An analysis of the HRIS development & requirements for the HR division of Dhaka Bank Limited

Abstract

The Report describes the internship program conducted by the human resources department of Dhaka Bank Limited. As an intern, my responsibilities included assisting my line managers and supervisors with a range of tasks that were assigned as well as other recruitment and selection operations. All of my work has been done with the supervision of my inspirational boss, Md. Shofiur Rahman, vice president of Dhaka Bank Limited's HRD division and a fantastic leader who encourages young people like us. The report's objective is to examine the effects of the HRIS system and the development needs for Dhaka Bank Limited's HRD division. I work in the recruitment and selection area, and I also try to communicate each HR professional how to use the HRIS system to carry out their tasks. Based on the quantitative and qualitative facts that are currently accessible to the firm, a result is offered. Additionally, while my time there, i collected a significant amount of information and questionnaires from the HRD department staff, who serve as my primary source for learning about the HRIS system because they regularly use it. The level of satisfaction among employees and compliance with the knowledge requirements of the business determine effectiveness. The research is based on secondary and primary data that HRD and Dhaka Bank Ltd. both gave. The data has been analyzed depending on the opinion analysis after conversations with all HRD department personnel regarding the HRIS system and seeing how they use this software on a regular basis. In order to fully comprehend this idea, they also participate in parts of the work realistically . Based on these findings, I tried to do further study to improve Dhaka Bank Limited's HRIS system. The report's findings indicated that HRIS systems are particularly useful for enabling staff to do HR tasks quickly and efficiently. I may have introduced that they are succeeding due of the HRIS system after gathering data via survey questionnaires and employee progress rate data from HRD. Employees are picking up new abilities and information. Here, we can see measurable employee effect and advancement. Their output is rising, but there are still a few difficulties or problems they frequently encountered when utilizing HRIS that require solutions.