With the things that go towards the efficiency of ICT usage in HRM, measuring and evaluating have become one of the key goals for researchers and practitioners. When it is related to crisis moments like the COVID-19 pandemic whereas considering the performance of organizations it becomes practically important to examine the level of performance efficiency in HRM. Therefore, in this study, some aspects are explored to know the efficiency of HRM performance with the application of Information and Communication Technology (ICT) in its functions maintaining social distance during the COVID-19 pandemic. While using the regression model, people management, regular HR activities, HR payroll and rewards, and performance evaluation and promotion are taken as independent variables while the HR performance efficiency is taken as a dependent variable. Correlation and regression analyses were conducted to examine the efficiency of HR functions during the pandemic following principal component analysis. The use of ICT assures Human resource management performance efficiency without taking face-to-face interaction during the pandemic. Further, the findings will help practitioners to adopt ICT in the HRM perspective of all organizations and to make the decision about how much modification needs to be done to maximize overall efficiency within the limited resources during any pandemic.

Rewards are benefits that come from performing a job, providing a service, or performing a duty. Rewards are one of the most important tools to encourage employees in the workplace. The goal of the reward system is to deliver positive results. The purpose of the study was to examine and analyze how the rewards system of the banking sector in Bangladesh helps employees to acquire work skills. The aim was to find out which aspects of the reward system work best and which aspects can be further improved and enhanced to increase employee satisfaction. The experimental part of the project was conducted using a quantitative research method. The size of the sample was 80. Data was collected with the help of questionnaires issued to the respondents working as ban bankers. The questionnaire consists of nine variables that are being used as rewards for employees. Frequency tables and graphs based on descriptive statistics were used in the study to provide information about variables in the population. The result shows that the mean for salary evaluation, bonus, benefit, promotion, recognition, career, responsibility learning opportunity from a low 2.82 to a high of 4.02. The responses of salary evaluation, benefit, promotion, career advancement show that employees consider this factor slightly important than factors as mean value is greater than 3.5. The standard deviation of promotion and responsibility shows that these variables have extensive responses than their mean as value indicates 0.98 and 0.94 respectively. The results of the study revealed how employees responded to current reward systems. The results conclude that reward systems have a significant effect on employees' attitudes toward work. The study suggested improving the reward system of companies to increase the level of satisfaction among employees.

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Banking is considered as a fundamental element to carry on different modern economic activities both in developed and developing nations all over the world. In the case of emerging nations like Bangladesh, implementing sustainable development projects to provide maximum access to different sustainable financing commodities and to exist long time are difficult for various reasons. Without the better financial environment, it would be very difficult to implement any energy related projects domestically. The main objective of this paper is to explore how green banking institutions can provide assistance for achieving sustainable human resource management for banking institutions also sustainable development in Bangladesh effectively. Sustainable development is a constitutional obligation for Bangladesh and sustainable human resource management is the front-line frontier of sustainable development through sustainable Banking. Banking industry holds a unique position with regard to sustainable development because of their intermediation online banking function between depositors and borrowers. This paper examines the current initiatives taken by the regulatory authorities of banking industry in the context of Bangladesh. The study is partially exploratory in nature and includes desk research on existing literature and content analysis to appropriately develop an understanding of the concepts and the role of banking industry towards sustainability in human resource management with special reference to Green Banking (GB) which helps to achieve e-Vacancy advertising, E-recruitment and selection, online based training and development, data warehouse to HR planning etc. The study revealed a positive response in implementing the sustainability issues in HRM by the banks in various capacities under the guidance of the Central Bank. The outcome of the paper is expected to unveil the position of the bank practitioners and policy makers about the sustainability concepts and current status sustainability initiatives taken by the regulatory authority in the banking industry of Bangladesh.