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Prepared by Tadesse Dinku MBAISM/290/21

 
Submit to Dr. Dawit H.
Contents
 Back ground of the Bank of Abyssinia (BoA)
 Ownership of Bank of Abyssinia (BoA)
 SWOT analysis of the Bank of Abyssinia (BoA)
 The recruitment system of the Bank of Abyssinia (BoA)
 The reward system of the Bank of Abyssinia (BoA)
 The training and development practices of BoA
Back ground of the Bank of Abyssinia (BoA)

• The present-day Bank of Abyssinia (BoA) was established on February 1996 (90 years
to the day after the first but defunct private bank was established in 1906 during
Emperor Menelik II).
• BOA started its operation with an authorized and paid-up capital of Birr 50 million, and
Birr 17.8 million respectively, and with only 131 shareholders and 32 staff and single
branch.
• Now the bank through it’s over 625 branches in the country, BoA has more than
9,012 staff and over 5 million customers and 2,424 shareholders. BoA’s well-structured
financial service system is connected through the T-24 core banking system. This
coupled with the 1078 ATM machines, 5 ITM machines, and 209 POS machines placed
in different locations to allow customers to access their accounts from anywhere at
any time. This also allowed BoA to increase its capital a hundred-fold from ETB 50
million to ETB 5.5 billion.
Ownership
• Bank of Abyssinia is a share company of private individuals who
amass experience and success in different areas including business,
entertainment and education.
• The name Abyssinia resembles bravery and character which are the
core attributes of BoA.  Its identity is demarcated with a sense of hope,
optimism, and belief as it is perfectly displayed in its logo, the Adey
Abeba.
• BoA The Choice for All!
Human Resource SWOT Analysis

• A human resources SWOT analysis considers internal and external

factors that can either boost or impede the  human resources
functions within your organization.
• The acronym SWOT stands for Strengths, Weaknesses, Opportunities
and Threats.
• This analysis can help speed your company’s transition from reactive
to proactive mode to enhance HR strategy and function.
SWOT analysis of the Bank of Abyssinia (BoA)

strengths
• Bank of Abyssinia has its own strengths that enable HR strategy and
functionality. Such as building a top level workforce or becoming an employer
of choice.
• BoA has 100% health insurance coverage for employees and 90% for spouses.
• BoA employees are young and educated staff are held.
• It has new service rather than other banks such as ITM which is new self-
service virtual tellers machine, Card less, contact less, Teguwaz Card…
• Bank of Abyssinia, to build its brand traction and expand its customer base,
has formed a strategic partnership with different international organizations
based in Ethiopia.
SWOT cont.
Weaknesses
• BoA customers are highly increasing with the purpose that branches are
crowded and there are the numbers of customers who are waiting a long time
to get service.
• So the windows should be increase to give swift service for customer as
recommendation.
SWOT cont.
Opportunities
• Abyssinia customers and peoples of Ethiopians also loves the name of the
Abyssinia so it is the biggest opportunity for the company.
• New technologies such as virtual banking (ITM) demands are highly used
rather than other countries and the supplier is very satisfied and wonders
about the situation, thus it can be broadly imported and can be distributed in
different cities to satisfy BoA’s users.
• Diasporas who comes to motherland
SWOT cont.
Threats
• New private banks are comes into the commercial system of Ethiopia like
Amara Bank, Goah Betoch Bank, Ahadu Bank, Hijira Bank,… etc, which will be
strong competitors of BoA and skilled staff may migrate to new one.
• Current political issues which are happening all over the country is a threat of
BoA.
• Shortage of foreign currency in the country is the other threat
• The recruitment system of the Bank of Abyssinia (BoA)
• Recruitment Process can be defined as “it is a way to attract and find
potential manpower to fill up the vacant post in the company
• Bank of Abyssinia uses may follow the different or mixed methods of
recruitment.
• For most of the vacancies are posted in the company portal and official
website https://www.bankofabyssinia.com/vacancy of the company when the
vacancy is available, the applicants filling the requirement should fill up the
vacancy online and attach the required files.
The reward system of the Bank of Abyssinia (BoA)

• The reward system in HRM

• The achievement and benefit received by employees for their job performance in an
organization are known as rewards.
• Bank of Abyssinia reward system:
• Performance Bonus. This bonus is given to employees based on their performance in a given
business year (Annually).
• Health insurance coverage
• Advance loan: 4-6 Months gross salary with out interest
• Emergency loan 8 Months gross salary loan repayment until five years and it has 7% interest
• Car allowance: The amount is depends on salary loan repayment calculated until twelve
years and it has 7% interest
• House allowance: The amount is depends on salary loan repayment calculated until twenty
five years and it has 7% interest
The training and development practices of BoA

• Employee Training and Development in HRM is defined as a system

used by an organization to improve the skills and performance of the
employees.
• Bank of Abyssinia Training and Development Practices
• Bank of Abyssinia 2% of profit should be used for training and development
purposes as national bank rule.
Training
• BoA has a training facilitator as a manager level under the HR
Business Partnering department. Employees take a training at list one
per year, Trailing may be online using oracle system or on trailing
room physically.
• New employees always take on-the-job-Trailing by facilitate peer
coworkers.
• For management and upstairs who achieve the strategy above 100%
may get the opportunity of abroad trailing.
Development

• BoA employees have the opportunity of Developing their education level

until first degree which is covered 100% of education fee coverage by the
bank if the score is average for each course else the fee is covered by
employees for the under average score course only until cumulative
average is passed.
• MA/MSc. for a selective person is allowed. The person who asking this
opportunity for uses the subject of education should have direct related and
benefit for the current position of employees when measured by the
committee and recommendation letters is required from immediate
supervisor.
THANK YOU!