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1. Introduction:

Work-Life Balance Survey is the questions about organizations work-life balance

policies and personal experience using these policies to give an indication of how anorganization work-life balance policies support employees in balancing their work

and life responsibilities and more importantly, how these policies cold be improved.

In a very simple word work-life balance policy is the relative importance of work andpersonal life to a particular individual. It helps to meet the need of work-life and

personal life effectively. Work-life balance is the subject of widespread public

debate on how to allow employees more control over their working arrangements in

order to better accommodate other aspects of their lives, while still benefiting theirorganizations. The work-life balance debate has arisen through social and economic

changes, such as greater numbers of women in the workforce, the expectations of the

younger Generation , a growing reluctance to accept the longer hours culture, the rise

of the 24/7 society, and technological advancements. It has been supported bygovernment and by organizations which see it as a means of aiding recruitment and

employee retention. The agenda consists primarily of flexible working practices andfamily friendly policies; although good practice demonstrates that flexibility should

be open to all, including those without caring responsibilities. And for that reason it is

burning question in modern world that is the organization maintain Work-LifeBalance or not. So it is now necessary for us to judge its potentiality as a student of

B.B.A. to make everyone of us as a growing competitor in the modern world. And for

that reason I make this report with practical point of view to compete in modern

world.

1.1 Objectives of the report:

There are some reasons for what we make the report by the use of theoretical glance from

the HRM knowledge. Our first objective is the evaluation of the Work-Life Balance

policy as a latent and massive dimension of the new age business policy which is optimalfor the company in long run. There are some other objectives relating to the report

making are---

Another objective of the report is to evaluate the effectiveness of the employees

participation and Management acceptance.

To find out defective area of this policy.

To suggest how to remove those defects. Run with a high effective glance which also best serves the efficiency

effectiveness of service banking for future.

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1.2 Methodology:

Sources of data:The whole data is analyzing the Work-Life Balance policy performance for evaluating

the organization performance in management with the management acceptance in their

area with positive mode.1 . Primary Sources:I collect the information through an assigned questionnaire to evaluate the Work-Life

Balance policy performance and evaluate the result from the 3 employees including twodifferent stage of management from three different banks. I also evaluate this

questionnaire through the comparative analysis and Fishbone analysis to ease this report

and make the report more realistic and effective manner. I analyze this report in a

subjective and quality dimensioned way.

2. Secondary Sources:

I took help from the internet to know about the Work-Life Balance policy and its arena to

evaluate the questionnaire and I judge it with the analysis of my report from my ownperspective and my own point of justice.

Methods of data analysis:

I analyze the data in a qualitative and subjective way. I made two techniques for the

analysis. These are:

Fishbone theory

Graphical analysis

Sequence task of arranging the report:I arrange the report in a sequential collection basis. In whole analysis I arrange theanswer of the questionnaire firstly through the individual analysis of the report. And

secondly I justified the report in a comparable manner in a diversified mode. In here I

used theFishbone theory for the analysis and to show the effect of this questionnaire andI judge the report through the comparative mode by the analysis of three different banks

with three different people with the graphical presentation. And in whole report I try to

make this an unbiased and effective one for the proper justification. And for that reason Icollect the information from a small sample size to reduce the redundancy and make it

not only from my analysis but also using the employees (sample) consent.

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1.3 Rationale of the Study

Today the world become closer and it goes through the movement of massive dimension.The flexibility of work space is now demanded and involvement of the HRM in the

supreme management is mandated option of every updated organization. Work-Life

Balance is the scale to determine the efficient HRM policy. So now a days most of themulti-dimensioned organizations are interested about this policy to move their

organization in a lucrative and emerging pinnacle. The rationales of the study for this

report are given below:

To know about the theme which drive the organization in emerging and stable

condition?

Organize the Practical achievement of HRM

Make familiarized with the HRM environment

To meet the need of work-life and personal life effectively

To allow employees more control over their working arrangements

To evaluate Management efficiency through the policy

1.4 Scope of the Report:

I have been assigned through a questionnaire into three banks (Bangladesh Bank, Agrani

Bank, Eastern Bank Limited) to collect the answer from three different people for doingmy report and thus give me the way to myself familiarized with the HRM environment

for the first time indeed. This gives me an opportunity to gather practical experience by

working in the practical arena with my limited theoretical knowledge and expertise. Thearea of concentration of this report is about the analysis of their (employees) answer

through Fishbone theory and Comparative analysis. I have chosen this topics because a

very few analysis is done on this matters.

1.5 Limitations of the Report:

In preparing the report I have faced some limitations which create the impediment in theway of report analysis. Some of these limitations have overcome and some of them

create some predicament. I tried my best to prepare a qualified report even in that

situation. These limitations are:

Make appointment of employees where sometimes they feel annoyed and express

it in badly mode.

Most of the time the participant cant understand the question in the questionnaireand then they feel embarrassed and at last make a mistake

Some times their opinion and their answer of these question contradict with eachother

Most of the time the participant was confused and make me the trouble

Participant take more than that of necessary time

Participants express some of their decision in a pendulous movement.

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Ensure about confidentiality make more hazard

Analysis of the report:

In View Of Fishbone Theory:

It is a practical field analysis and for that reason it is crucial for me to analyze the report

as a neutral point of view whereas most of the time it has the probability to bias. For thatreason I made my decision to prepare this report from the view point of managerial

expertness and mutual coordination. To analyze this report I follow the Fishbone

structure with the segregation of 6 parts. And I justify each of this part through the

practical efficiency and the effect with the help of 3 samples. From those samples Icollect answer and judge it with the adjustment of practical condition. I determine the

appropriate status from the sample with the segregation movement. For that reason I

analyze this report into 6 point of view:

1. Leave Arrangement

2. Parenting & pregnancy policies3. Flexible work arrangement

4

Leave

Arrange

ment

Parenting

&pregnancy

policies

Flexible

Work

condition

Addition

al work

Provision

Formalityof

Policies

Experiences

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4. Additional work provision

5. Formality of policies

6. Experiences in the organization

From the questionnaire I got 3 employees in 3 different organizations. I analyze their

mind and their organization working environment as well as the different facilitiesrelated to my report. In the following everything is noted on details through the

perspective of preceded 6 matters through the representative of Bangladesh Bank,

Agrani Bank and EBL (Eastern Bank Limited) respectively.

1. Leave Arrangement: Leave arrangement is allocated with the 8 leave program.

In the questionnaire it is arranged with the 2 part. One part contains the

information about the existence of the leave and another part carries theimportance of these leaves from the perspective of the employee from very

important to very unimportant with dont know option. It is marked by the

number 1 to 5 by its importance. The present condition related with this are given

below from the perspective of 3 banks:

Bangladesh Bank: I collect the information from the bottom management of thebank. From the total scorecard that individual got 20 out of 24. That means

Bangladesh Bank has most of the leave arrangement. From this point of view we

can say that Bangladesh bank is conscious about their employees leavearrangement. In case of importance judgment that employee scored 36 out of 40

which means that most of the leave that he is getting is supported by him. Or he is

pleasant about the leave arrangement.

Agrani Bank: In case of Agrani bank the selected individual scored 21out of 24who is in the middle management of that bank. From the scorecard it is easily can

say that the Agrani bank also cautious about their employees leave arrangement.Most of the leave arrangements are also provided to the employees from the bank.In case of importance the selected individual scored 34 out of 40 which mean

positive attraction about the leave arrangement. The individual consent most of

the leave arrangement.

EBL: the individual who answered the questionnaire is a middle management

employee. In the leave arrangement scorecard he scored 19 out of 24.This means

EBL has comparatively low leave arrangement than that of other banks. But theindividual think that the bank should provide more leave arrangement than that of

present position. He thinks most of the leave arrangement has the more

importance and there is only one unimportant leave (pooling of leave

arrangement) from the perspective of the individual.

2. Parenting and Pregnancy policies: this policy is much more crucial policy in

every organization. Now it is a great demand for everyone (especially for female)to continue the job with the proper security. Female are genetically separated

from male and pregnancy is their one of the physical condition. In that condition

they need support because of their physical need. Every organization shouldprovide the necessary support to reduce the discrimination.

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Bangladesh Bank: The individual is not properly aware about this policy. Forthat reason in most of the cases he was silent. As a result he scored 17 out of 30

which mean the individual is totally incautious about this important matter. Even

the individual cant identify the importance of this policy. As a result in here most

of the cases are out of his/her knowledge and the individual scored 35 only out of50. So we can say that the management of the Bangladesh bank is not aware about

this policy and for that reason employees are not cautious. It is a grate mistake of

this organization to avoid such important issue.

Agrani Bank: The individual of Agrani bank is more cautious than that of

Bangladesh bank. The individual scored 23 out of 30 in this case of policies. 5

policies are followed in the bank out of 10 policies. Individual dont know about 2

policies. Even in case of importance he/she scored 35 out of 50 which are muchmore than that of Bangladesh bank. He/she thinks 2 policies as an unimportant

(paid paternity, paid adoption). And dont know 3 policies out of 10 policies. But

overall it is better position.

EBL: EBL is more strong position than that of other 2 banks. EBL has 50%parenting and pregnancy policies. And the individual is correctly known about

their policies. As a result I can make a comment that EBL management is moreefficient because the middle management officer clearly know about their policies

which is very good sign to develop. In case of importance judgement I noticed

this bank scored 42 out of 50 which are impressively brilliant compared to others.The individual think most of the policies are much more important even though it

is not present ion the EBL policies (staggered return, carers room). So I make the

comment that EBL individual is more cautious and the management is moreefficient. Because an efficient management can grow the employees rights and

observation providing them the proper information with the courage of justice.

3. Flexible Work Arrangement: Flexibility in work arrangement is more crucialfor the job holder to determine their job performance with confidence. So every

organization is cautious about this point. If the job holders find themselves in the

distressing environment they wont keep their attention in the proper way. As aresult performance will go down. From the questionnaire I analyze the present

condition of 3 banks in their own point of view.

Bangladesh Bank: Bangladesh bank is the central bank in our country. Though it

has some limitation most of the time other banks totally dependent on this bank in

most of the sector. It may operational activities or any managerial activities. The

selected individual from Bangladesh bank was the employee of bottommanagement. This individual scored 12 out of 21. This individual agrees only one

point that his/her bank kept on their policies (cap on overtime). In most of the

cases Bangladesh Bank is absent (job sharing, self-rostering, gradual retirement).And he/she doesnt know about telecommuting, part time opportunity, and time

off. This is a great shock that our central bank is not aware about the flexible

working condition. Management is not aware about it. They dont inspire theiremployee about their working flexibility. In case of importance judgement the

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same things happen where the individual scored 20 out of 35 means he/she even

cant realize their rights about their working policies. So we can say that

management is not care about their employees and the employees are alsounconscious about their rights in this policy.

Agrani Bank: Agrani Bank is one of the public banks in our country. The

selected individual of this bank is in the middle management position. Thequestionnaire information that is collected from the individual contains about the

message of the policies which help me o draw a conclusion about the policies kept

in the bank. The selected individual gets 15 out of 21 points in the questionnaire.3 policies exist in their organization and 2 policies absent in his/her bank. He/she

doesnt know about 2 policies. Now if I move into the importance about this

policy it is noticed that this individual scored 26 out of 35. That means theindividual has the perfect understanding with the bank. In only one case he

realized that the bank should run this policy in case of its importance (time off).

And most of the cases bank policies are matched with his demand. So it is clearly

noted that the individual importance are properly judged by the HRM.

EBL: The selected individual of EBL scored 14 out of 21 and every arrangementhas negative response. That shows the worse condition about HRM of this bank.

This bank doesnt apply any policy of Flexible Working Condition which showsthe poor flexibility in working environment. But the individual realizes the

importance about this policy. This individual scored 26 out of 35 where he thinks

2 policies dont need in this case (self-rostering, time off). He focused more onthe 2 policies (job sharing, cap on overtime). But his bank doesnt realize the

importance about this arrangement. So it is totally HRM inefficiency to determine

the policy and the unobserving power.

4. Additional Work Provision: Additional working support is more crucial in

present condition. Now HRM is more diverted and dimensional tools of anyorganization. Additional working condition is one of the strong wings todetermine the proper condition of HRM. To analyze the proper guidelines in our

country 3 individual was selected by me from 3 different banks. Now it is time to

consider about this policy to make strong the HRM. In the following it is noted:

Bangladesh Bank: From the bottom management this individual is selected. In

this bank 3 policies (counseling, health program, relocation ) is allowed out of 8policies from the questionnaire, 4 policies are absent (telephone, referral service,

exercise facilities, equal access to promotion, training, and development) and he

doesnt know about parenting policy. He scored 18 out of 24. In another case in

view of importance 5 program are allocated as more important from the view ofthe individual (telephone, counseling, health program, exercise facilities, and

placement facilities) where 2 of them are absent in the bank policy (telephone,

exercise facilities).2 policy determined as important (parenting, equal access)where one of them doesnt exist in the bank (equal access). In one case he thinks

it is very unimportant (referral service). By through this he scored 34 out of 40.

From the preceded analysis it is clearly noted that Bangladesh bank has better

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position in the case of additional working provision the employee judgement is

justified most of the time (in view if importance analysis).

Agrani Bank: In case of Agrani bank the individual is selected from the middle

management. The bank has 3 policies out of 8 (telephone, referral service, equal

access to promotion, training and development). 4 policy are absent (healthprogram, parenting, exercise facilities, placement) and he doesnt know about

counseling. He scored 18 out of 24. In case of importance he judged 4 policies as

very important (telephone, health program, relocation, equal access) where 2policies are absent in the bank (health, placement assistance). He think 3 policies

as important (referral service, parenting, exercise) where 2 policies (parenting,

exercise) are absent in the bank and he dont know the importance of counselingwhich is also absent in the bank. He scored 35 out of 40. 50% program he demand

very importantly and importantly are absent in the bank. So it can easily identify

that the HRM department is cautious but not as much as the employees need. So

HRM should turn their movement in the enhancing mode.

EBL: EBL employee also selected from the middle management rank. In this

bank there are 4 policies exist out of 8 policies (telephone, health program, andplacement assistance, equal access to promotion, training, and development). 4

policies also dont exist in there (counseling, referral service, parenting, exercise).

So in the bank there are 50-50 policies exist out of 8 policies. By through thisindividual scored 20 out of 24. This individual thinks one policy as very important

(health program) which is exist in the bank and 5 as a important (telephone,

parenting, exercise, placement, equal access) where 2 policies are not exist in

there (parenting, exercise). He judged 2 policies are unimportant (counseling,referral service) where both of these policies are absent in the bank. By through

this he scored 29 out of 40. And HRM department is perfectly matching withemployees attention. As a result employees importance is properly justifiedthrough HRM.

5. Formality of Policies: In this questionnaire part Work-life Balance justified.That means here I judge organization attention about HRM, application of

policies, match work life and personal life effectively etc. If any company keep

any copy of this work-life balance this indicate that the firm is cautious about

employees work environment, their work balance etc. In the following it is clearlydenoted through 3 banks

Bangladesh Bank: The individual of the Bangladesh bank positioned at bottomlevel management in the bank. He scored 5 out of 9 in this part where none of the

policies are accepted by the bank. That means the bank is totally unaware about

the work-life balance policy as well as employee and the bank weaker (mostprobably) HRM.

Agrani Bank: In this bank the selected individual is from middle managementand he scored 7 out of 9. Bank has no any written copy of the work-life balance

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policy and he didnt see or given any copy of this policy. But his answer was

positive in case of understandability of this work-life balance policy. It indicates

he is aware and cautious about the work-life balance. And if bank support it, itwill more effective.

EBL: The middle management employee who is selected as a sample of myanalysis also scored 7 out of 9. His bank also has no copy in the bank and he

didnt get it before but he estimates it as understandable object. So it can be

assumed that in our country until it is not practiced but employees feel thepositive mode in it.

6. Experiences in the Organisation: This portion completely depends upon

employees own justification and arrangement. Here the answer is organized

strongly agree to strongly disagree from 5 points to 1 points respectively. so the

employees are free from any prior judgement because I is only lies in their own

experiences. They make their consent through some question and make theanswer comfortably. Here it is fully denoted below:

Bangladesh Bank: This individual is strongly agree with 4 points (encourage to

use work-life balance policy, combine career and family, put their jobs before

their personal life, organization serious about equal opportunity and antidiscrimination). Agree with 4 points (it is frowned upon by management to take

leave for family related matters, management put their job ahead of their family

and personal life, management accommodating family related needs, promotion

or transfer for family related reasons is like the kiss of death). Uncertain about 2 points (encourages involvement of employees family member in work

celebration, many people here resent people who take time off for familyreasons). Disagree about 1 point (it is easier to work among colleagues than tomanagement involved in case balance work and family). Strongly disagree with10

cases (all level of management apply work-life balance policies in same way, all

employees are treated same way in using work-life balance policies, male andfemale employees same level access to work-life balance policies, part time and

full time employees treat similarly, social function suitable for families,

acceptable to talk about one family or personal life at work, employees must

constantly put work ahead of their family, employees take work home at night orweekend, employees work more than 50 hours a week, made difficult to use

work-life balance policies)

Agrani Bank: Agrani Bank individual is strongly agree with 3 points (all

employees are treated same way in using work-life balance policies, employeesmust constantly put work ahead of their family, it is easier to work among

colleagues than to management involved in case balance work and family). Agree

with 7 points (all level of management apply work-life balance policies in sameway, male and female employees same level access to work-life balance

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policies, it is frowned upon by management to take leave for family related

matters, encourage to use work-life balance policy, encourages involvement of

employees family member in work celebration, many people here resent peoplewho take time off for family reasons, made difficult to use work-life balance

policies). Uncertain about 2 points (combine career and family, put their jobs

before their personal life). Disagree about 6 points (management put their jobahead of their family and personal life, social function suitable for families,

management accommodating family related needs, promotion or transfer for

family related reasons is like the kiss of death, employees work more than 50hours a week, organization serious about equal opportunity and anti

discrimination). Strongly disagree with 3 cases (part time and full time employees

treat similarly, acceptable to talk about one family or personal life at work,

employees take work home at night or weekend).

EBL: This individual is strongly agree with 2 points (male and female employees

same level access to work-life balance policies, it is easier to work amongcolleagues than to management involved in case balance work and family). Agree

with 9 points (all level of management apply work-life balance policies in sameway, it is frowned upon by management to take leave for family related matters,

encourages involvement of employees family member in work celebration, social

function suitable for families, management accommodating family related needs,many people here resent people who take time off for family reasons, employees

must constantly put work ahead of their family, employees work more than 50

hours a week, made difficult to use work-life balance policies). Uncertain about5 points (management put their job ahead of their family and personal life,

combine career and family, acceptable to talk about one family or personal life at

work, put their jobs before their personal life, organization serious about equalopportunity and anti discrimination). Disagree about 5 points (all employees aretreated same way in using work-life balance policies, part time and full time

employees treat similarly, encourage to use work-life balance policy, promotion

or transfer for family related reasons is like the kiss of death, employees takework home at night or weekend).

Effect in experience: The common and highest score [4-4-4 (Bangladesh

bank, Agrani Bank, EBL respectively)] go to the point no. 41(it is frownedupon by management to take leave for family related matters) by scored at

12. Question no 56 (it is easier to work among colleagues than to

management involved in case balance work and family) also scored 12(2-5-5). But in this question Bangladesh Bank employee judge it as a

disagree point. So it is not the common opinion. In question no. 40 (part

time and full time employees treat similarly) all of the samples mark it as astrongly disagree (Bangladesh Bank, Agrani Bank) and disagree point

(EBL). And also question no. 52 (employees take work home at night or

weekend) everyone judge it as a strongly disagree (Bangladesh Bank,Agrani Bank) and disagree point (EBL). In question no. 48 (acceptable to

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20

36

21

34

19

33

0

510

15

20

25

30

35

40

Acceptance

& Importance

BB Agrani EBLBank

Leave Arrangement

Series1

Series2

talk about one family or personal life at work) two samples marked it as a

strongly disagree (Bangladesh Bank, Agrani Bank) point and one sample

make uncertain (EBL). In some cases two samples score as a stronglyagree (question no. 56) and another one disagree, two samples score it as a

agree (question no. 44, 47, 50, 56) and another sample score it as strong

disagree (question no.56) or uncertain point (question no. 44, 50) ordisagree point (question no. 47). Sometimes (question no. 43) one sample

score it as strongly agree (Bangladesh bank), another sample score as

agree (Agrani Bank) and another one score it as disagree point (EBL). Soit is tough to say that which experience drive the organization as a

efficient one or which experience drive them as inefficient. In total

Bangladesh Bank employee score 54, Agrani Bank score 64 and EBL

score 71 out of 105. So in total EBL has comparatively better position thanthat of other two banks. Because in most of the cases agreed by EBL

employee (9 times agree). So it can easily determined that EBL employee

is in the better position in Work-life Balance policy and the HRM of EBL

is more observatory than that of others.

Comparative Analysis:

I compare the banks (sample) through the justification of the number the got from the

point. I analyzed the whole report individual judgement in first, and after that I compare

the sample decision with others in a comparison mode with the graphical presentationand analytical judgement in the following these are described through the 6 point of view.

Leave Arrangement:

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17

35

23

35

25

42

05

1015202530354045

Acceptance &

Importance

BB Agrani EBL

Bank

Parenting & Pregnancy Policies

Policy acceptance

Importance

From the graphical presentation here I found that Bangladesh Bank (BB) employee

realizes the maximum importance of leave arrangement and Agrani Bank exists with themaximum Leave facilities. But Agrani Bank Employee doesnt think that it is so

necessary to get more leave facilities. In case of EBL the employee gets small leave

facilities compare to others but he realize that a standard leave arrangement should gothrough the organization to move it in a very sound and proper way in a year. From the

judgement of this analysis it is clearly noted that it is very important in a company to

provide the appropriate leave arrangement policy. In this case Agrani Bank is in thebetter position than that of others.

Parenting and Pregnancy policies:

In the case of Parenting & Pregnancy policy the Bangladesh Bank provides the lowerParenting & Pregnancy facilities than that of other two banks. In here EBL provide the

maximum facilities than that of others but the employee of EBL demand more than they

occurred. In case of Agrani Bank the employee demand more than they get but it is not

very far away than that of they achieved. So in this case Agrani Bank has the relativelybetter position compared to others where the HRM realize the importance of this policy

as well as the employee realize it with their own point of view.

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12

20

15

26

14

26

0

5

10

15

20

25

30

Acceptance

& Importance

BB Agrani EBL

Bank

Flexible Work Arrangement

Series1

Series2

Flexible Work Arrangement:

From the preceded graphics I can denote that in case of flexible work arrangement Agrani

Bank is in the better than that of others in case of facilities of flexible work arrangement.

They achieved more flexibility (15) than that of others but the employee realize that it ismore important to provide flexibility in the work arrangement. As a result a gap createsbetween the acceptance and importance. But in case of Bangladesh Bank the employee

get the minimum flexibility (12) and the employee demand for flexibility is also low. So

it can be noted that the HRM maintain the appropriate balance in the bank with providingneeded flexibility what they demand. In a very short sense anyone can make a mistake

that Bangladesh Bank management cant aware their employee bout flexibility. But it is

real true that if the employee feels that they have enough flexibility so it is unnecessary toprovide them much than that demand.

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Additional Work Provision:

From the graph additional work provision can clearly be noted through the comparison

with three bank employee (sample). In here EBL provide the maximum additional work

provision (20) than that of other two banks. EBL employee gets maximum additional

work provision and the importance he feels is not as more than tat of his achievement. Asa result it can be clearly noted that EBL has the appropriate matching than that other two

banks in the samples. In Case of Bangladesh Bank and Agrani Bank the employee

demands much more importance (34 & 35 respectively) than EBL. So EBL has theperfect matching. HRM of EBL is more justifiable in this case than that of other two

banks in the sample.

18

34

18

35

20

29

0

510

15

20

25

30

35

Acceptance &

Importance

BB Agrani EBL

Bank

Additional Work Provision

Policy acceptanceImportance

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Formality of Policies:

In case of formality of Work-life Balance Policy EBL and Agrani bank is the same

position and better position than that of Bangladesh Bank. In both banks (EBL and

Agrani bank) the policy (work-life balance) is not stored but the employee agrees about

the questionnaire that it is understandable. So it can simply determine that the provisionis acceptable by the employee. And it can only then possible if Organisation cautious

about them, otherwise it cant be possible only through the employee attachment. So EBL

and Agrani bank have appropriate HRM.

5

7 7

0

1

2

3

4

5

6

7

Policy

Acceptance

BB Agrani EBL

Bank

Formality of Policies

Policy acceptance

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Experiences in the Organisation:

In this part of questionnaire employee enjoy the perfect freedom to expose about his

experience. In here the answer provided to the employee in a 5 mode of option throughthe strongly agree to strongly disagree by marked from 5 point to 1 point. The experience

anyone gets from the bank in here is clearly denoted. In this part EBL achieved the

maximum position in total (71 out of 105) where most of the experience agree with the

EBL employee. That means in the EBL has more positive view than others like sameaccess of male and female, family member involvement on work celebration, suitable

social function, maternity leave, colleagues involvement than that of management etc.So it can be concluded as determining the EBL HRM is better position in the experience

mode.

RESULT: The whole comparative analysis goes through the marks of the

questionnaire in a graphical mode. So it has also some limitation. But accept this

limitation it is more reliable analysis as a confidential and comparative look.From this analysis I noticed that AGRANI BANK is in the better position at

Leave Arrangement and Parenting and Pregnancy Policies. And EBL is in betterposition at Additional Work Provision and Experiences. In case of Formality ofpolicies both bank are in better position. So at a glance Agrani Bank and EBL is

more comfortable HRM practiced bank compared to Bangladesh Bank. But in

case of flexibility Bangladesh Bank is in the pinnacle condition. And in case ofleave and Parenting & Pregnancy condition Agrani is in the supreme condition.

But EBL has the Additional work Environment compared to others. And in total

Agrani and EBL is in the same position on the basis of this questionnaire

54

6471

010

20

30

40

50

60

70

80

Mode ofAgree/disagree

BB Agrani EBL

Bank

Experiences

Series1

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Conclusion

Companies have begun to realize how important the work-life balance is to the

productivity and creativity of their employees. Employees who were more favorable

toward their organizations efforts to support work-life balance also indicated a muchlower intent to leave the organization, greater pride in their organization, a willingness to

recommend it as a place to work and higher overall job satisfaction. Employers can offer

a range of different programs and initiatives, such as flexible working arrangements inthe form of part time, casual and telecommuting work. More proactive employers can

provide compulsory leave, strict maximum hours and foster an environment that

encourages employees not to continue working after hours. It is generally only highlyskilled workers that can enjoy such benefits as written in their contracts, although many

professional fields would not go so far as to discourage workaholic behavior. Unskilled

workers will almost always have to rely on bare minimum legal requirements. So Work-

Life Balance policy cant get the maximum benefit from the achievement of the HRM.

As a result only skilled and professional worker enjoy the benefit of this policy whichdrive this policy movement in a weak manner. As a result the juice of this benefit is now

segregated. Now it is time to realize about this matter from the beginning and judge it asan effective control.

Recommendation

Though the benefit of the Work-Life Balance policy is now diverted but it is even now

the effective tool to analyze the movement of HRM. The follower is this policy nowchange it through their own point of view and make this policy as an efficient one. And itis now a great dilemma to think that is this policy is better or not. I really believe that

through this policy even now we can get the maximum benefit. For that reason I

recommend some point from my analysis through this report

To give the freedom to use the Work-Life Balance Policy as an effective way

To make the mark only by their acceptance

Make the questionnaire at a simple mode

Form the organizational movement

Collect information not only from their management but also from the lowestportion

Reduce the same or repeated question

Make realistic movement of this policy

It is a great problem to determine the best position only through the marking, so

neutral marking should reduce

Make a separate department for the work-life Balance policy

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Company evaluation is much more important than that of other matter. So it

should keep in mind that company evaluation cant be possible without Humanresource.

Make the lucrative Human Resource Department as appropriate movement.

Honor the all level of management

Reduce dependency of any specific management sector Broaden the specific movement of HRM policy

Diverse the HRM policy not only into the middle management but also in the

bottom management

Make the HRM policy understandable to others

Reduce the conflict between Admin Department and HRM

These preceded terms are not only the term that can make this policy free from the

repeated and unrealistic manner. But from this short analysis I just suggest some ofthe recommendation that I found in this report. This may be effective or it may be

ineffective. But it is the reality that if I reduce any one of the limitation it may diversethe limited option which create the entry of right policy. Now most of the growing

companies are now practicing it from their own respect even in our country. Thattime is not far when we will get an effective HRM policy in most of the companies.

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