Human Resources Department


Human resource development is all about turning men into resources. The organization becomes benefitted and discipline prevails over the management if people get upgraded to skilled human resources. It becomes easier to ensure the completeness of all indicators of development when the human resource is developed. It is all the more important for all concerned to bring a positive change in belief, mentality, outlook and institutional culture with the ultimate goal of achieving strong and effective human resource. Employees can avail the opportunity of maximum utilization of their intellect and competency if the organization has a skillful and strong human resource department. As a result, the organization gains indirectly and the target people are ensured to get improved services from the organization. In this context SSS started activities of human resource department in 2006 with well-defined aims and objectives. The main thrust of HRD is aimed at especially turning and developing manpower to human resource.


Objectives of HRD:


  • ♦ Setting right people in the right place at the right time
  • ♦ Exploring latent and dormant potentialities of employees
  • ♦ Developing manpower into human resources
  • ♦ Promoting team approach rather than individual approach
  • ♦ Preparing organizational ritual for regular practice
  • ♦ Ensuring optimum utilization of human resources
  • ♦ Creating friendly work environment
  • ♦ Practicing basic values, devotion, honesty, commitment, obedience to create positive   mindset of personnel to be respectful to others


Implemented Activities


HRD implemented the following activities during the reference period:


  •  ♦ Till June 2015 staff strength is 3,235. Of them 762 are women and 2,473 men. Training, transfer and other activities related to the worker force were executed either directly or indirectly by HRD.

  • The activities relating to recruitment are being performed by HRD in line with the guidelines of the recruitment policy.

  • ♦ In assistance with the transport management and according to the transport policy of the organization the responsibilities are being practiced giving utmost importance to the priory of program implementation.

  • ♦ Improving purchase strategy in line with the market management remains instrumental.

  • Usual activities relating to personal information/file review and recommendations removing anomalies are done. Personal documents and information are being computerized and updated on regular basis.

  • ♦ Activities relating to preparing list of annual increment/promotion etc. continue.

  • ♦ Necessary training and orientation are being organized for the new recruits.

  • ♦ HRD provides all out support to the monitoring activities relating to purchase and    publication, SSS Hospital and training programs.

  • ♦ The department revises and reviews pay scale for SSS staff members every two to three years keeping conformity with the prevalent price hike of daily necessities of life.


Moreover during 2014-2015, information on recruitments, confirmation, annual increment and promotion is appended below:




Staff Members



Annual Increment














Officers and Workers in Head Office













Officers and Workers at the Grassroots













Project Officers and Workers





























With the goal of making credit and accounts activities automated, SSS negotiated with an automation company named 'Data Soft" in May 2015. The automation activity is mainly aimed at making a software on Accounting Information System (AIS) according to organization demand. At present, the software implementation and practicing activities is running in Gazipur zone of the organization. With successful implementation of the activities, both time and labor are supposed to be saved at grassroots.




SSS opened its website ( in December 2012. Detailed and relevant information on the organization and different programs, projects and on-going activities is presented in the website. Information further includes advertisements for recruitment from time to time for SSS along with advertisement in the national daily newspapers. There is option for communicating and submitting online application for job as well. The department regularly updates the information presented in the website so that interested individuals/researchers, NGOs and donor organizations can be well-informed about its running activities through website pages.     



SLIM (SSS Learning Institute of Microfinance) Program


With a view to creating theoretical and practical knowledgeable manpower and future leadership, Human Resource Department has been implementing SSS Learning Institute of Microfinance (SLIM) program in coordination with credit and training department since November 2014. The characteristics of SLIM are: its an under-processing institute, its teaching process is coherent, the course duration facilitated by SLIM is changeable, the numbering and resulting process are also very competitive and the slogan of SLIM is "SLIM is an institute where there is no chance to be failed."


Objectives of SLIM include: making the future leadership of the organization theoretically and practically knowledgeable, reducing resigning rate, ensuring congenial working environment, coordinating outlook of newer-older staffs through constant change, and saving time and expense in staff development.


Under the program, a six month long course named "A Practical Course on Savings, Credit and Management" has been designed. The is a well coordination of On-the-Job Training and Off-the-Job Training in the course. The characteristics of the course include: the course is complication-free and coherent for staffs of all levels, the course will not interrupt the normal movement of the running credit program, it's the best education medium for candidates interested to develop career in credit program, the course has combined the practical and theoretical knowledge, instructors of the course would need only to have the positive outlook and experience, there is no need for higher-level degree, and only the 'positive outlook and confidence' of instructors and trainees in the course are considered to be resource.


Primarily the course is being implemented with the trainee assistant branch managers. But the employment intensive recruitment is for the field organizer. Dropped-out rate in this position is also very agitating. So the wider range measures have been taken for the newly recruited field organizers next time and also to ensure the sustainability in the position.


With the successful implementation of the program, the skills and quality of the staffs have improved, resigning rate has reduced, and the overall outlook of the staffs has changed. As a result, the newer-older conflict has subsequently been alleviated. From November 2014 to January 2015, 108 trainee assistant branch managers joined the organization. Among them, 18 have left for different reasons. But among the rest 90, one in training department, one as accountant in zonal office and the other 16 have already taken their responsibilities as branch managers.


12 of them are waiting to be promoted to branch manager and take the responsibilities. The rest 60 of them are at the final level of the program and are acquiring necessary theoretical and practical knowledge to get promoted to the position of branch manager.


On the other hand, among the 18 who left the organization three have resigned for government employment, one for bank job and one for a private job. Four of them have been sacked for different allegations. One of them have been compelled to resign for some unavoidable family reason, two for personal obstructions and six for failing to overcome their shortcomings in the workplace.


Besides, a positive change can be noticed in field organizers as well. The resigning rate among them has also decreased.


It will be more assisting in creating human resources if it's possible to run the program and expand the work span in future. In this way, the organization can build its future leadership and recover staff scarcity. A beautiful working environment will be created in the workplace alleviating newer-older conflict. Internal education culture will be developed in the organization and resigning rate will reduce. Overall, it will be possible to implement expansion planning of the organization successfully and ensure sustainable development.