CPU COLLEGE

Department of Business Administration (MBA)

COURSE TITLE – HUMAN RESOURCE MANAGEMENT

Section 8, Group,2By:-

1. Habtamu Guta......... EMBA/963/14 6.TIZITA HAILU ID……. EMBA849/14

2. Feven Alemu............ EMBA/955/14 7.Mekdes Endalema……...EMBA 985/14

3. Getahun Tamene...... EMBA/971/14 8.Degefu Endale………... EMBA 725/14

4. Mahlet Mesfin ..........EMBA/977/14 9. Henok Behailu ..............EMBE 958/14

5. Firehiwot Takele....... EMBA/943/14

Submitted to: - Abebayehu(Asst.prof)

NOV. 15,2022G.C

ADISS ABABA, ETHIOPIA

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A summary of CBE’s HR plan

Human Resources Planning

* In Commercial Bank of Ethiopia (CBE), the ODD (Organizational Design and Development)
team is responsible for coordinating the HR planning process by providing guidelines and
technical support to HRBPs and District HRM units
* It is the process by which an organization ensures that:
1. It has the right number and kinds of people,
- At the right places,

- At the right time,

- Capable of effectively and efficiently completing those tasks that help organization achieve its
overall strategic objectives
2. Compare the current workforce with the anticipated future needs.

* HR Planning shall be used to determine bank wide HR requirements critical to achieving the
Bank’s business goals:
- The bank’s goals and objectives
- Planned market, product or service expansion
- Introduction or changes in technology
- Talent supply and demand
- Succession Planning Activities

The Job: - Credit Appraisal

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The employee we have interviewed has a job position Credit Appraisal and is appraising a credit
service to customers before the credit is given to them to identify whether they deserve the loan
or not.

* Credit Appraisal refers to a critical assessment of a business entity to see whether it is strong
enough to warrant lending of money to it, and related risks. Credit Appraisal/underwriting is
generally done to assess the creditworthiness of a borrower and involves examining the ability of
a borrower to repay debt of some kind.

* Content of credit and risk analysis/appraisal shall follow the credit and risk analysis format.
* Depth of Credit Analysis/Appraisal:
- Intensity of the credit risk analysis may vary based on the nature of credit request; type of the
business the customer is engaged in; and level of associated credit risk.
- In case of existing borrower(s)/customer(s), the Analysis Report shall concentrate on new
developments of the business and summarized on a few pages as far as possible. However, the
major issues shall not be missed.

The Job Description

* In CBE Every employee shall be provided a job description either upon commencement of
employment with the bank, or whenever the employee is transferred or promoted into a new role.
The JD includes:
- Job Title, Grade and Objective (Here, Credit Appraisal, Grade 10, mentioned above)
- Reporting Relationships (He reports to customer relation manager and Credit Approving Team)
- Key Job Responsibilities & Accountabilities (Mentioned above);
- Key Performance Indicators & Key Competency Requirements (He is evaluated on the success
of the return of the given credit, and he joined the job department by Masters Degree in business
as a management trainee and had successfully completed the competency requirements.)
- Key Educational & Professional Requirements (masters degree in business related field and
successful completion of a one year on the job training)

Job Specification

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The specification has three objectives. Firstly, to provide a focus for the organization to agree on
the traits of the person who is likely to be successful? This is an internal process to ensure that
HR and line management are reading, so to speak, from the same hymn sheet. Secondly, when
incorporated into advertising material, it communicates the Secondly, required information to
potential applicants. This should help to the specification can be used as a selecting aid whereby
a scientific and objective method can be used to select applicants for the shortlist by reduce the
number of applications that are quite unsuitable. Thirdly, required information to potential
applicants. This should help to reduce the number of applications that are quite unsuitable and
means of measuring them for proximity to the specification.

After the completion of the job analysis for a newly created Job role a Job Specification for the
new job role shall be prepared The development of a standardized, fair, equitable and non-
discriminatory Job Specification document is developed .

Credit Appraisal is performed based on the information obtained from the following sources:

i. Customer‘s application letter and Credit Application Form

ii. Interview or discussion from the CRM;

iv. Financial statements;

v. Credit database of the Bank and/or market data

vii. Range of accounts/overdraft utilization/account performance;

vi. Supporting documents;

iii. Qualitative information from the CRM;

ix. Legal opinion; and

viii. Credit information report;

x. Other pertinent sources.

* Content of credit and risk analysis/appraisal shall follow the credit and

risk analysis format.

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 Job Evaluation
* Job evaluation shall be conducted as a result of:

- New job roles are created in the Bank

- Restructuring

* As external consultant, I would carry out Job evaluation as a result of:

- New job roles are created in the Bank
- Restructuring
* The Objectives of this Job Evaluation:
- Achieving Internal Equity in Creating Job Structures
- Removing Compensation Structure Anomalies/Inequities
- Maintaining Job Structure Credibility & Acceptance
- Achieving External Equity

I would say that the man we interviewed wants and needs to climb up the jobs like becoming a
customer relation manager and Credit Approving Team. This is because he have passed and
served adequately at the root level (credit Appraisal).