The report on “Training and Development Process of NRB Global Bank Limited”. To complete the study I had to work in the ...
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Chapter- One
Introduction of The Report
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1.0 Intr oduc oductt ion In the era of Globalization, no one can survive alone. Modern Technology and foreign policies have brought the the people of the world very close to each other. At present, this world is a global village. Now, the communication among people is very faster than any previous time. Connectivity is very crucial in this village. So, Bangladesh cannot live alone in this fastest growing village. Bank plays a crucial role in the development process of a country as it helps to accelerate the pace of development by securing securing continuous continuous supply supply of
financial
resources to people engaged in numerous economic activates. activates. The tremendous growth that the world economy has experienced is contributed by these financial institutions. The role of banking is comparable to what an artery system does in in the human body. Now-a day’s banking sector is modernizing and expanding its hand in different financial events every day. At the same time the banking process is becoming faster, easier and is becoming wider. In order to survive in the competitive field of the banking sector al organizations are looking for better service opportunities to provide their fellow clients. NRB Global Bank Limited, Jubilee Road Branch which is one of the newly created leading banks in the banking area of Bangladesh.
1.1 1. 1 Origin of the study study After completion of all the required courses of BBA program under BGC Trust University, it is an obligatory part to get involved in a practical and professional environment. So I had joined in the NRB Global Bank Ltd., Jubilee Road Branch, Chittagong for two months to complete the BBA program. This branch performs the entire banking activities including General Banking, Foreign Exchange and Credit& Loan department. As a result, one can easily gain knowledge of both simple and complicated banking operations from the activities of this this branch. So I choose NRB Global Bank Ltd. During this program, program, supervisor guides each student one from the organization, and the other from the organization. At the end of the program, the internships are required to place the accomplishments and finding of the project through the writing of the internship report covering the relevant topics.
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1.2 Rat ional e of the t he st st udy: For any business background student only theoretical knowledge is not enough to face the real world operations. So it is an important opportunity for the student to know about the field of financial market operations of the business world. Internship program is the perfect way of theoretical and practical knowledge. I am proposing this topic because; the information on
employee training of NRB Global Bank Ltd is accessible for me from the Branch offices. As I want to be HR professional professional in future so, I think the learning from this topic will provide me some real life ideas and knowledge on designing a Training program in future for the employees working in banking sectors. The proposed report will also help the Faculty of business administration to have a overall training report of an organization and the report can be shown to the HR students so that they can gather idea from the report and enrich e nrich their knowledge with the practical knowledge.
1.3 Objective Objective of t he st st udy Main Objectives:
The objective of the report is to find out Training and Development process takes takes place in NRB Global Bank Limited Specific Objectives:
i.
To know know about about the the NRB NRB Glo Globa ball Bank Bank..
ii. To learn learn and and acquainte acquainted d to fulfill fulfill the the academic academic purpose. purpose. iii. To explore explore the importance importance of training assessme assessment nt of practices of NRB Global Global Bank. iv. To Identify Identify Banking Banking Functio Functions ns of NRB Global Global Bank. Bank. v. To recogni recognize ze the the various various sector sector and servic services es of NRBGB. NRBGB. vi. To know about about Training Training & Developm Development” ent” process process of The The Bank. vii. To know how efficient efficient these training and development development process for an employee and its effect on their performance. viii.To know what type of training activities NRB Global Bank arrange for their employees.
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1.4 M ethodology of t he st st udy I have emphasized on the practical observation from my internship on NRB Global Bank. Limited. Nevertheless, eventually almost the entire report consists of my practical observation.
For conducting the study I have used more primary sources and secondary sources. The sources are given below: Primary data sources:
i. Face to face contact with the officials ii. Face to face conversation with the client iii. Practical desk work Secondary data sources:
i. Documents of NRBGB ii. Official website of NRBGB iii. Research journals iv. Different publications of banks.
1.5 Scope Scope of t he st st ud udy: y: The essential of the study is to g o through the “Training and Development” process of NRB Global Bank Limited. In this project I tried to cover overview of NRBGB s objective, ‟
function, management, recruitment and selection, Training and Development process & policy. Also given the problems regarding Training and Development process and some recommendations.
1.6 limi t ati ons of t he st udy Human resource department is not an easy department to go through. There are loads of secrecy in this department not only in this bank but in every organizations. It was over tuff for me to come up with the inside news of the bank. As I had only three weeks in this department due to time constraint I think I have done my level best to provide all the info’s regarding this internship report with is about Training and Development process of NRB Global Bank Limited.
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While completing this study, I have faced some constraints. The followings are some of the shortcoming, I came across: i. Although internship program has been made for 2 months, there is a very short span of time to get in-depth knowledge about a massive organization like NRBGB. ii. Officials of NRBGB maintain a very busy schedule. So they are not always able to provide enough time to enlighten the internee students every time, even if they had the intention to do so. iii. The area covered by the report " Training and Development,” of NRBGB concerns a huge number of activities and but there have no HR Manger in Branches whiteout Head Branch.
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Chapter- Two
OF
An Overview RB Global Bank Limited
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2.1 Intr oducti oduction on of NR NRB B Global Global Bank Lt Lt d.: The commercial banking system dominates Bangladesh's financial sector. Bangladesh Bank, the central bank and head regulatory body for the country's monetary and financial system, was established in Dhaka as a body corporate vide the Bangladesh Bank Order, 1972 (P.O. No. 127 of 1972) with effect from 16th December, 1971. The banking system is composed of four state-owned commercial banks, five specialized banks, thirty eight private commercial banks, one land development bank and nine foreign commercial banks. The Nobel Prize–winning Grameen Bank is a specialized micro-finance institution, which revolutionized the concept of micro-credit and contributed greatly towards poverty reduction and the empowerment of women in Bangladesh. NRB Global Bank is one of the private commercial banks which which is monitored and controlled by Bangladesh Bank (BB). The central bank has approved three new commercial banks sponsored by non-resident Bangladeshis (NRBs) on the condition that those would contribute to boosting the inflow of foreign exchange.
2.2 His Histt ory of NRB NRB Global Global Bank: Since Bangladesh Bank approved nine banks as fourth generation banks in which, three banks have the funding of non-resident. t Bangladeshi (NRB) people. NRB Global Bank Limited is one of those three banks to materialize the dream of people having the goal to keep Bangladesh well connected with other advanced nations. It is the brainchild of 25 (twenty five) well reputed visionary Non-Resident Bangladeshi (NRB) people residing in different countries of the world. It has been approved by the regulatory bodies in 2012 to operate business in banking of Bangladesh. After hard labor of almost three years complying with all regulatory rules and regulations, it has got the final approval on July 25, 2013 from the regulatory body to run the banking business in Bangladesh. Gradually, the mentioned brainchild of those NRBs has become the reality. Head office of this bank has already been formally inaugurated on September 09, 2013. Its head office is situated at Khandker Tower, 94 Gulshan Avenue, Gulshan 1, Dhaka 1212, which is a great example of post modern structure and one of the finest buildings in Bangladesh. B angladesh. Even,
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This bank has opened opened its first branch at the same premise on October 23, 2013. Mr. Nizam Chowdhury is the founding Chairman of this bank having a long professional experience of 26 (twenty six) years in the U.S.A and other Directors are also well reputed in their own sectors of business. These nice personalities have well defined mission and vision. Their mission is not to restrict NRB Global Bank Limited to a particular group of people but to bring the huge unbanked people under banking. Their vision is to make NRB Global Bank Limited truly global providing world class services throughout the world.
2.3 Mi ssion of t he bank: ∑
Build confidence among the NRBs for investment.
∑
Provide fast, accurate and adequate customer service upholding business ethics and transparency.
∑
Strengthen inflow of remittance.
∑
Create value for communities, societies and economies in which we operate by ensuring growth and sustainability.
∑
Matching technology with the help of well educated professionals and experienced sponsors of the Bank.
∑
Create dignified working environment for Employees.
2.4 Vision Vision of t he Bank: Bank: To become exceptional brand in the financial sector by offering service excellence and creating value for everybody encompassing customers, shareholders, partners, society and economy through transparency, technology, innovation & integrity.
2.5 Goal Goal of NR NRB B Glo Global bal Bank: To Provide “Great Experience” of Banking at Home and Abroad.
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2.6 Board of Directors:
Mr. Nizam Chowdhury Chowdhury Chairman
Mr. Ghulam Mohammed Director
Dr. Mohammed Faruque Director
Mr. Belal Ahmed Vice Chairman
Mr. Mohd. Ataur Rahman Bhuiyan Director
Mr. Mohammad Manzoor Alam Seth Director
Int Interns rnship Report of “Trainin ining g & Develop lopment”. A study on NRB Glob lobal Ba Bank
Mr. Mohammed Shahjahan Shahjahan Meah Director
Mr. Osman Goni Director
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Mr. Rashed Uddin Mahmud Director
Mrs. Maimuna Khanam Director
Mr. Mohammad Morshedul Alam Director
Mr. Md. Md. Jahangir Jahangir Hossain Director
Mrs. Sarwar Jahan Maleque Director
Mr. Mohammad Fazlay Morshed Director
Mr. Subrata Kumar Bhowmick Director
Ms. Danny Chowdhury Director
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2.7 Prof ile of NR NRB BGB: Particular
Date
Getting NOC from Bangladesh Bank
June 19, 2013
Consent from BSEC for raising Paid up
July 07, 2013
Capital Date of Incorporation from RJSC
July 21, 2013
Date of Commencement of Business
July 21, 2013
License from Bangladesh Bank for Head
July 25, 2013
Office Listed as a Schedule Bank
July 29, 2013
Opening of Head Office
September 09, 2013
License from Bangladesh Bank for Gulshan
October 10, 2013
Corporate Branch Operation of Gulshan Corporate Branch
October 23, 2013 TableTable- 2(a) 2(a)
2.8 List of o f t he NRBG NRBGB B br branches anches: : Branches 1
Gulshan Corporate Branch
2 3
Motijheel Branch Naya Paltan Branch
4
Dhanmondi Branch
5
Uttara Branch
6
Banani Branch
7
Mawa Branch
8
Ulokhola Branch
9
Beldi Bazar Branch
Address
Khandker Tower, 94, Gulshan Avenue, Gulshan 1, Dhaka Dhaka - 1212 1212 Modern Mansion 53, Motijheel C/A, Dhaka-1000. Orchard Faruque Tower 72, NayaPaltan VIP Road, Dhaka. "Rangs Panorama"(1st floor) Plot no.780(Old)& 80 (New) Shatmosjid Road, Dhanmondi Residential Area. Dhaka Plot No-10, Gausul Azam Avenue (1st & 2nd floor) Sector No-13,Uttara Model Town,Dhaka-1230 Hotel Sweet Dream 60 Kamal Ataturk Avenue Banani, Dhaka . Dulal Plaza, South Medinimondol, Louhajung, Munshigang Abdul Whab Sarkar Shopping Complex, 1st Floor, Nagar , Kaligonj, Gazipur “Halima Bhaban” Beldi Bazar, P.O: Putina, P.S: Rupgonj, Narayangonj
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10
Ashulia Branch
11
Panthapath Ma Mahila Br Branch
12
Mohakhali Branch
13
Kaliachapra Br Branch
14
Agrabad Co Corporate Br Branch
15
Panchgachia Bazaar Branch
16
Gunabati Br Branch
17 18
Dohazari Branch Patherhat Branch
19
Cox's Bazar Link Road Branch
20
Jubilee Road Branch
21
Anwara Branch
22
Nasirabad Branch
23
Rowshan Hat Branch
24
Adhunagar Branch
25
Nandiapara Bazar Branch
26
Khatungonj Branch
27
Feni Branch
28
Shindurpur Branch
29
Patiya Branch
30
Kashipur Bazar Branch
“Monsur tower” Jamgara Gazirchat Madrasha P/SAshulia,Upazilla Savar Dist. Dhaka Western Panthanibash Bir Uttam Kazi Nuruzzaman Sarak, Panthapath, Kalabagan, Dhaka-1205 Red Crescent Concord Tower, 17, Bir Uttam AK Khandakar Road, Mohakhali, Dhaka-1212 Hazi Lutfur Rahman Super Market 6 No. Patuavanga Union, P.O: Maizhati, Thana/Upazilla: Pakundia, Kishorgonj Palm View (Ground Floor) 101, Agrabad C/A, Chittagong 69, West Bijoy Bijoy Sing, Feni- Noakhali Road, Feni Sador, Feni. Chowdhury Tower, Gunabati, Chauddagram, Comilla. Sadhek Tower, Dohazari, Chandonish, Chittagong. Station Market, Union-13, Noapara, Raozan, Chittagong ‘Arif Market’, Chittagong-Cox’s Bazar Main Road (Shahartoli Link Link Road), UnoinUnoin- 10 No. Zilonga, P.O:Link Road, P.S: Cox's Bazar Sadar, District: Cox's Bazar S.M.A Tower, Holding No: 178, Jubilee Road, Chittagong. “Bandar Shopping Complex”, North Bandor, Mahal Khan Bazar, Anowara, Chittagong. Afford Sultan Elysium, Holding No: 331/A, CDA Avenue, Chittagong Chowdhury Tower, Rowshan Hat, Arkan Sarak, Chandanaish, Chittagong. Islamia Plaza” Uttar Horina Ghatiarpara , P/OAdhunagar,P/S-Lohagara Dist-Chittagong. “New york plaza” P/O-Naneiapara ,MoujaBagpanchra P/S-Sonaimuri,Dist-Noakhali “Sobhan Bhaban”601 Ramjoy Mohazon Lane,Post Office Goli 35 No Baksir Hat, Kotwali,Chittagong Ko twali,Chittagong Nurjahan Plaza, 202 S.S.K Road (East side of Jahiria Mosque) Feni Sadar, Feni. Chowdhury Center, Shindurpur Bazar, Dagonbhuiyan, Feni Delal Miah Shopping Complex 703, Station Road, Patiya, Chittagong. Madina Tower Union: Barogaon, P.O: Moheshgonj, Upazilla: Sonaimuri, Dist: Noakhali
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31
Dakbangla Bazar Branch
32
Khulna Branch
33
Bogra Branch
34
Sylhet Branch
Fatema Fatema Market Market MouzaMouza- Mirjapur, Mirjapur, UnionUnion- 3No. Mangalkandi, Sonagazi, Feni Khan Plaza; Holding No. 76 KDA Avenue, Sonadanga, Khulna. Saikat Complex; Holding No. 141-01, Sharpur Road, Bogra Sadar, Bogra. Optimum Tower, 66 Chayatoru VIP Road, Lamabazar Nawabpur Road Branch at Wari, Dhaka
35
Nowabpur Braanch
36
Cox’sbazar
NEW Branch
37
Bashkhali,
Chambol Bashkhali,Chittagong. Table-2(b)
2.9 Product roductss and service ervicess: NRBGB is offering the following products or services to the client for financing different purpose that fulfill the requirements of the bank and have good return to the investment as well as satisfy the client.
ÿ
Retail Banking Products:
This bank offers various products of retail banking such as∑
NGB DPS (Allow to build up savings through regular monthly deposit)
∑
NGB Double Benefit ( Help to double deposited money o n maturity)
∑
Fixed Deposit (Higher interest on savings for long term inves tment)
∑
NGB Professionals Loan (Personal loan facility for self-employed professionals like doctors, IT Professionals, engineers & mariners etc.)
∑
NGB Monthly Benefit (Helps to earn extra income from every month of deposited money which lets to earn yearly benefit every month) month) Senior Citizen Citizen Benefit Plan Plan (Benefit plan for the senior citizen to carry out day-to-day banking transactions independently). NGB Pre-Paid Card
∑
NGB Debit Card
∑
NGB Executive (term loan facility for any legitimate purpose designed especially for Salaried Executives at different Corporate both permanent & contractual)
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∑
NGB Salary Account (employer can credit monthly salary/paycheck every month will credit to account)
∑
NGB Festivals (to meet festival expenses)
∑
NGB Freshers (For students)
∑
NGB Junior (For children aged between 3 to 18 years but account is operated by parents until Child attain his/her maturity (Age 18))
∑
NGB Marriage Loan (for covering the marriage expenses)
∑
NGB Perfect (Allows an individual to manage savings and transaction simultaneously)
∑
NGB Queen ( An interest bearing account designed exclusively for woman)
∑
NGB Travelers (A “Travel purpose” loan which means the applicant has to declare his/her Inland/Outland travel purpose.
ÿ
Loan products
The loan and advance products are: ∑
Personal Loan o Car Loan o House Loan o Education Loan
∑
Project Financing.
∑
Working Capital Financing
∑
Agricultural Financing
∑
Consumer Financing
∑
Lease Financing
∑
SME Financing
∑
House Building Financing
∑
Import Financing
∑
Export Financing
∑
NGB Adhoc Loan
∑
NGB Travel Loan
∑
NGB Marriage Loan
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∑
NGB Executive Loan
∑
NGB Festival Loan
ÿ
Foreign Trade product:
Foreign Trade Products that is offered by NRB are as under:
∑
Letter of Credit (L/C)
∑
Back to Back Letter of Credit (BTB L/C)
∑
Foreign Demand Draft (FDD)
∑
IDBC(Inland Brick to Brick Local L/C)
∑
IDBP(Inland Documents Bill Purchase)
∑
Remittance products: o
Pay Order (PO)
o
Demand Draft (DD)
ÿ
Other Service Products:
∑
Corporate Banking
∑
Tele Banking
∑
SMS Banking
∑
ATM card
∑
Mobile banking
∑
Locker service
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2.10 2.1 0 Operational Netw ork Organ Organ gram of NRB NRB Global Bank: Bank: Organ gram of NRBGB according according to Rank of Function: Managing Director
Deputy Managing Director
Head of
Head of
Head of
Head of
Head of
Head of
Branch
Research &
Sm all &
Retail
Admi nistratio n
Interna tional
(HO BR)
Development
Medium
Ban king
(HO AD)
Department
(HO R&D)
En terpri se (HO SME)
(HO RB)
(HO ID)
Head of
Head of
Head of
Head of
Head of
Human
Credi t Ris k
Fina nce &
Credit
Information &
Resource
Management
Account
(HO CR)
Technolog y
(HO HR)
(HO CRM)
(HO F&A)
(HO IT)
Figure-2(a)
Organogr am of NR NRBG BGB B acc accordi ng t o Grade Managing Director
Deputy Managing Director
Senior
Execu tive Vi ce
Execu tive
Presi dent
Seni or Assis tant
Assistant
First Assistant
Presi dent
Vice President
Vice President
Vice President
Officer
Vice President
Vice President
First Vice
Senior Officer
Senior Vice President
Junior Officer
Assistant Officer
Senior Principle Officer
Principle
Officer
Training Assistant Officer
Figure0-2(b
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Organ gram gr am of NRB NRBGB acc accordi ordi ng t o Rank Rank of Branch
Figure Figure – 2(c) 2(c)
2.11 NR NRB B Global Bank Trai Training ning Instit ut e: The training institute of NRB Global Bank Limited (NGB) started its journey at Panthopath in the city on Sunday through a Foundation training programme for the bank's officials. The bank's honorable chairman Mr. Nizam Chowdhury inaugurated the new training institute as the chief guest. Among others, Additional Managing Directors Md. Golam Golam Sarwar Sarwar & R Q M Forkan, Forkan, principal principal of training training instit institute, ute, higher higher officials officials of the the bank were present in the inaugural ceremony. All modern training facilities are available at the training institute. A total 30 officers from the branches and Head Office of the bank took part in the training course.
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Chapter- Three
Theoretical Aspects
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3.1 Hum Human an Res Resour our ce M ana anagement gement Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. It is the process of procuring, developing, maintaining and compensating a given workforce. HRM is the set of organizational activities directed at attracting, developing, maintaining an effective workforce to achieve the organizational objective effectively and efficiently.
3.2 Human Huma n Res Resour our ce Plan Plannin ning g Human resource planning has traditionally been used by organizations to ensure that the right person is in the right job at the right time. Under past conditions of relative environmental certainty and stability, human resource planning focused on the short term and was dictated largely by line management concerns. As human resource planners involve themselves in more programs to serve the needs of the business, and even influence the direction of the business, they face new and increased responsibilities and challenges.
3.3 Human Huma n Res Resour our ce Funct Function ion The role of human resource management is to plan, develop, and administer policies and programs designed to make expeditious use of an organization’s human resources. It is that part of management which is concerned with the people at work and with their relationship within an enterprise. Its objectives are: ÿ
the effective utilization of human resources;
ÿ
desirable working relationships among all members of the organization; and
ÿ
Maximum individual development.
The major functional areas in human resource management are: ÿ
planning,
ÿ
staffing,
ÿ
employee development, and
ÿ
Employee maintenance.
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Staffing ÿ ÿ
Maintenance
ÿ ÿ ÿ ÿ ÿ
ÿ ÿ
Safety and health. Communication. Grievance Handling. LaborManagement Relation. Counseling. Discipline.
ÿ ÿ ÿ
Manpower Plan and forecasting. Job Analysis. Demand and supply of Human Resource. Recruitment. Selection. Placement.
Training and Development ÿ ÿ
HRM
ÿ ÿ ÿ
Retaining ÿ ÿ
ÿ
Separation
Turnover. ÿ Retirement. ÿ
ÿ ÿ
Compensation. Benefits, service and wellness program. Motivation, job satisfaction and morale. Employee commitment. Empowerment and participation.
ÿ ÿ
Orientation. Socialization. Training and Development. Performance appraisal. Career development. Organizational development.
Figure 3.(a): Functions of HRM
3.4 Trai Training ning an d Development Development : Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve the ability to perform on the job. We typically say training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes towards their work, or their interaction with their coworkers or supervisor. For our purposes, we will differentiate between employee training and employee development for one particular reason.
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Although both are similar in the methods used to affect learning, their time frames differ. Training is more present ‐day oriented; its focus is on individuals’ current jobs, enhancing those specific skills and abilities to immediately perform their jobs. For example, suppose you enter the job market during your senior year of college, pursuing a job as a marketing representative. Although Although you have a degree in Marketing, when when you are hired, some training is in order. Specifically, you’ll need to learn the company’s policies and practices, product information, and other pertinent selling practices. This, by definition, is job ‐specific training, or training that is designed to make you more effective in your current job.
3.5 Trai Training ning It is the learning process that involves the acquisition of knowledge, sharpening of skill, concept rules or changing of attitudes and behaviors to enhance to performance of employees Training is activity leading to skilled behavior. ∑
It’s not what you want in life, but it’s knowing knowing how to reach it.
∑
It’s not where you want to go, but it’s knowing knowing how to gate there.
∑
It’s not how high you want to rise, but it’s knowing how to take off. off.
∑
It may not be quite the outcome you were aiming for, but it will be an outcome.
∑
It’s not what you dream of doing bat it’s having the knowledge to do it.
∑
It’s not a sat of goals, but it’s more like a vision.
Training is about knowing where you sand ( no matter how good good or bad the the current situation looks) at present and where you will be after some point of time, training is about acquisition of knowledge, skill and abilities (KSA) through professional development.
3.6 Learnin Learning: g: Learning has been described as a relatively permanent change in behavior that occurs as a result of practice or experience. It may be simply a sustain (unlearning a bad habit) or it may be a modification (adjusting new knowledge to old). What is learning is gradually change. The learning behavior differs from one another that is selective. There are some principles of learning can be found which are: Int Interns rnship Report of “Train rainin ing g & Develop lopment”. A study on NRB Glob lobal Ba Bank
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ÿ
Learning is individual
ÿ
Motivation is the key
ÿ
Relevance of learning experience should be clear to the learner
ÿ
“Feedback” to learner is important.
3.7 Empl mployee oyee Orienta Orientatt ion: New employee orientation is the process that is used for welcoming a new employee into an organization. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information about safety, the work environment, the new job description, benefits and eligibility, company culture, company history, the organization chart and anything else relevant to working in the new company.
3.8 Emp Employ loyee ee Social ocializat ization ion: : Organizational socialization is the process through which organizational culture is perpetuated; by which newcomers learn the appropriate roles and behaviors to become effective and participating members. 3.9 Traditional and Modern Approaches of Training and Development: ÿ
Traditional Approach – In the past, most of the organizations never used to
believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly program and it doesn’t bring any benefit which is worthless. Organizations used to believe more in executives pinching. But now the scenario seems to be changing.
ÿ
modern approach approach of training training and developme development nt is The Modern approach- The modern that Bangladeshi Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system has been changed to create a smarter workforce and yield the best results
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3.10 Role of training
Business Environment
Changes and Challenges
Learning and Implementation
Business Excellence
Figur e 3.(b): Role Role of Tra raini ining ng ÿ
Development of skills of employees – Training and Development helps in
increasing the job knowledge and skills of employees a t each level. It helps to expand the horizons of human intellect and an overall personality of the employees. ÿ
Optimum Utilization of Human Resources – Training and Development helps in
optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. ÿ
Development of Human Resources – Training and Development helps to provide
an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. ÿ
Productivity – Training and Development helps helps in increasing the productivity of
the employees that helps the organization further to achieve its long-term goal. ÿ
Team spirit – Training and Development helps in inculcating the sense of team
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ÿ
Organization Culture – Training and Development helps to develop and improve
the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. ÿ
Organization Climate – Training and Development helps building the positive
perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. ÿ
Obsolescence Prevention- “Training and development programmers foster the
initiative
and
creativity of employees
and
help help
to
prevent manpower
obsolescence, which may be due to age, temperament or motivation, or the inability of a person to adapt him to technological changes ÿ
Quality – Training and Development helps in improving upon the quality of work
and work-life. ÿ
Healthy work-environment – Training and Development helps in creating the
healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Other Roles ÿ
For an employers' organization to raise awareness among employers of the need for increased investment in the development of human capital as an essential condition for achieving competiveness.
ÿ
In the training of personnel or human resource managers, given the fact that their role still tends to be downgraded relative to other management functions such as finance, marketing and production. This role could also be undertaken through training support given to professional bodies like an institute of personnel management.
ÿ
An employers' organization should be able to influence the provision of training incentives to be offered to employers, through the tax system or training levies. Numerous examples in countries abound which can provide useful ideas to employers' organizations.
ÿ
An employers' organization could develop training material to be used by enterprises for in-house training
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3.11 Input Input s of Training Trai ning and an d Development Development Any training and development program must contain inputs, which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into distant future. In addition to these there is a need to impart ethical orientation, emphasis on attitudinal changes and stress upon up on decision making and problem solving capabilities. ÿ
Skills-
Training is imparting skills to employees. A worker needs skills to use machine and other equipment with least damage or scrap; this is basic without without which a worker is not able able to work work on machi machines nes.. Same Same way emplo employee yeess like superv superviso isors, rs, exe cu tive ti ve s ne ed s int erp ers ona l ski lls , pop ula rly know known n as as peo peopl ple e ski skill lls. s. Inte Interp rper erso sona nall ski skill llss are are necessary to understand oneself and others too and act accordingly. ÿ
Education-
The purpose of education is to teach theoretical concept and to develop a sense of reas reason onin ing g and and judg udgmen ment. HR specialists
understand
the importance
of
education in any training and development program. Many times organizations encourage employees to do course on a part time basis. ÿ
Development-
Another component of a training and development, which is less skill oriented but stressed on knowledge. Knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of the company. ÿ
Ethics-
There is a need for imparting ethical orientation to a training and development program. There is on denial of the fact that ethics are largely ignored in business. Unethical practices abound in marketing, finance and production function in an organization. This does not mean that the HR manager is absolved absolved of the responsibility. If the production, finance or marketing personnel indulge in unethical practices the fault rests on the HR manager. It is his/her duty to enlighten all the employees in the organization about the need for the ethical behavior.
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3.12 The Five Five steps of Train ing and De Development velopment proces processs: The training programs consist of five steps Need
Instructional
analysis
design
Validation
Implement
Evaluation
the program
Figure 3. (c) Steps of Training and Development ÿ
Needs Analysis-
Needs analysis is the first step of the training process. It identifies the specific job performance skills needed, assesses the prospective trainee’s skills and develops specific measurable knowledge and performance objectives based on any deficiencies. ÿ
Instructional Design—
In the second step instruction design individuals decide on compile and produce the training program content including work books exercises. ÿ
Validation—
Validation is the third step in which the bugs are socked out of the training program by presentation it to a small representative audience. ÿ
Implement the program—
The Fourth step’s to implement the program by actually training the targeted employee group. ÿ
Evaluation—
Fifth is an evaluation step in which management assesses the programs successes or failures.
3.13 Train Training ing Methods Methods::
Various methods of training which are given below: Lectures, Demonstrations, Discussions, Computer based Training (CBT). Intelligent tutorial system (ITS).Program Instruction (PI) virtual Reality. Behavioral approach is: Games and simulations, behavior modeling, business games, case studies, equipment stimulators, in basket technique, role play.
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On-the-job traini ng On-the- job training is the the heart and soul of all training in individual or management development. OJT sometime called called ‘’soap training on- the- job training training procedure procedure given below in table: step
suggestion
Instructor
∑
Divide take into logical part to create lesson plan.
preparation
∑
Select training training techniques, e.g. Demonstration.
Trainee preparation
∑
Place trainee at ease.
∑
Relate training to trainee needs, e.g., promotion. promot ion.
∑
Present overview of task.
∑
Precede form known to unknown, easy to difficult.
∑
Adjust pace to individual difference.
∑
Go through task explain each step.
∑
Have trainee tell instructor what to do.
∑
Have trainee explain each step prior to execution.
∑
Be aware of learning plateaus to sustain motivation.
∑
Provide feedback on progress.
∑
Positively reinforce continuously at start.
∑
Move to variable positive reinforcement schedule as trainee
Present the task
Tryout performance
Follow-up
matures.
Off t he job tr aining Off the job training covers a number of techniques classroom lectures, videos and films, Case studies and others. I.
Classroom lecture—
Lectures designed to communicate specific interpersonal technical or problem solving skills. II.
Videos and films—
Using various media production to demonstrate specialized skills that are not easily presented by other training methods. Int Interns rnship Report of “Train rainin ing g & Develop lopment”. A study on NRB Glob lobal Ba Bank
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III.
Simulation ex exercise—
Training that occurs by actually performing the work. This may include case analysis, role playing and group decision making. IV.
Computer ba based tr training—
Simulating the work environment by programming a computer to imitate some of the realities off the job. V.
Vestibule Training—
Training on actual equipment used on the job but conducted away from the actual work setting a simulated workstation. VI.
Programmed in instruction—
Condensing training material into highly organized logical sequences. May include computer tutorials interactive videodisk. VII.
Case study Method—
The case study method presents a trainee with a written description of an organizational problem. The person then analyzes the case diagnoses the problem and presents his findings and solutions in a discussion with other trainees. VIII.
Outside se seminars—
Many companies and universities offer web based and traditional management development seminars and conferences. For example FBCCI arranges some short terms training on different business related areas. IX.
University Re Related pr programs—
Many universities and institutes provide executives education and continuing education Program in leadership supervision and the like.
3.14 3.1 4 Deve evelopment: lopment: Development is the process of increasing efficiency and changing behavioral pattern or mentality toward particular issues for the achievement of organizational objectives. That is, any attempt to improve current or future management performance by imparting knowledge, changing attitude or increasing skills is called development. Development
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involves in attaining the long-term efficiency in the workplace, that is getting the benefit in future rather than the present improvement in certain skill.
3.15 3.1 5 Differenc Difference e betw ee een n Training and De Developmen velopmentt : Training is concerned with the immediate improvement of specific skill of the employee, that is the ways to make the employee more effective in his current role whereas development is a process to make the employee efficient enough to handle critical situations in the future, that is how well he can equip himself for the future demands. The basic difference is, training focuses on the current job skill (Short term process) whereby the development focuses on the future job skill and efficiency (Long term process).
3.16 Career De Development velopment : Career development involves managing career either within or between organizations. It also includes learning new skills, and making improvements to help in career. Career development is an ongoing, lifelong process to learn and achieve more in career. Whether anyone looking at making a career change, or moving up within a company, planning his/her career development will succeed. By creating a personal career development plan; one can set goals and objectives for personal personal career growth.
3.17 3.1 7 Performance Evaluati Evaluati on: The method of evaluating an employee's performance which involves tracking, evaluating
and
giving
feedback
on
actual
performance
based
on
key
behaviors/competencies established in the goals that support the achievement of the overall organizational mission.
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Chapter- Four
“Trai ain ning and Development” At NRB Global Bank
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4.0 Introduction:
Training and Development is a vital issue of Human Resource Management. Training Involves the change of skills, knowledge, attitude or b ehavior of employees. NRB Global Bank Limited is committed to providing an environment which enables continuous learning, growth and personal achievement of all employees. The achievement of this commitment by the Company is also reliant on employee commitment and their willingness to learn, develop, take on new roles and responsibilities and seek opportunities for self-development. The Company is committed to the effective induction of all employees and in supporting all employees to realize their full potential. Training and development opportunities are offered on a fair basis to all employees. The Company ensures that no employee receives less favorable treatment or consideration. 4.1 Training & Development of NRB Global Bank Limited. Training
Training is the acquisition of new skills and knowledge relevant to a job. Development involves the growth of an individual's wider education and capabilities within a field of employment. Induction training familiarizes new employees with their role and responsibilities. Colleagues are introduced, systems explained and the expectations of the job are clarified. On‐the‐ job job training is arranged in the workplace through instruction and observation. Off ‐the‐ job job training takes employees away from the immediate workplace. It may be 'in‐house' using the employee’s facilities or 'out ‐house' and provided by another company or college/university. Development
On the other hand, generally focuses on future jobs in the organization. As example, if you become a sales territory manager, the skills needed to perform that job are quite different from those required for selling the products. Int Interns rnship Report of “Train rainin ing g & Develop lopment”. A study on NRB Glob lobal Ba Bank
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Now you will be required to supervise a number of sales representatives; requiring a broad‐based knowledge of marketing and very specific management competencies like communication skills, evaluation employee performance, and disciplining problem individuals. Methods of Development
Some development of an individual’s abilities can take place on the job. We will review several methods, three popular on ‐the‐ job job techniques Job rotation Assistant‐to position Committee assignments And three off ‐the jobs methods Lecturer
courses
and
seminars
Simulation exercise Outdoor training. 4.2 Trainings that are offered from NRB Global Bank Limited to its employees.
1. AML and Terrorist Terrorist Financing Financing Activities Activities (1day) 2. Anti-Money Anti-Money Laundering Laundering and and combating combating Financin Financing g Terrorism Terrorism (1days (1days)) 3. Work shop shop on Anti-Money Anti-Money Launder Laundering ing and combat combating ing Financing Financing Terrori Terrorism sm (CFT)(CFT)Terrorism. 4. Nomination Nomination for Training Training on prevention prevention of Malprac Malpractices tices in bank. bank. 5. Foun Founda dati tion on Cours Course. e. 6. “CIB “CIB”” Repo Report rtin ing. g. 7. Credit Credit manage managemen mentt Course Course.. 8. Founda Foundatio tion n Course Course (24 Days) Days) 9. Cred Credit it Ris Risk k Grad Gradin ing g (CRG) (CRG)-- (1da (1day) y) 10. Asset Liability Management (ALM) (1day) 11. Financial Service, USA, Hotel Land Mark. 12. Legal Aspects of Security Security & Documentation. Documentation. 13. International Trade Finance & Payment (6days) (6days) 14. Prevention of Fraud, Forgery & Malpractices in Bank. (1day)
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15. Workshop on Internal control & compliance Risk Management. (3day) 16. Trade Financ Finance. e. 17. Documentation of Loans & Advances. (3day) (3day) 4.3 Trainin Training g and Development Development Objective: Objective: ∑
To help the employees perform more effectively in their jobs.
∑
To prepare the employees for future growth and advancement by providing supervisory and other management programs.
∑
To building effective work teams through developing staff communications and interpersonal skills.
∑
To inculcate a sense of dedication to highest quality.
∑
To keep an employee up-to-date with changes those affect the business environment.
Training Needs Assessment: Need assessment is the first step in the training and development process and it focuses of detecting and solving performance problem. The purpose is to identify if there is a need for training and the nature of the content of the training program. This phase determines the relevance of particular trainings to employee’s jobs and how it will improve the performance. It also addresses the organizational problems and then distinguishes the training needs with an objective to identify an appropriate training need which will link to improved job performance with NRB Global Bank’s goals and bottom line.
Training Administration: Objectives of a training program cannot be met unless there is a role-playing of the Human Resource Department.
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This Department Department carries out all the administration administration tasks of the training in co-ordination co-ordination with the departmental supervisors, supervisors, employees and at the same time with the trainer who will be or is i s in charge of providing the training program. As s uch, the HR department works as an intermediary between the employees, employees, their supervisors and the training program. This is done to prevent any form of miscommunication and to ensure that the employees are receiving the right training pertaining to their needs, which will lead l ead to improved performance of the company.
Training Evaluation: Each and every training program is carried out with a view to achieving some pre-determined objectives and to analyze whether those objectives are fulfilled, training evaluation is a must. NRB Global Bank believes in continuous continuous development. development. Therefore, Therefore, performances performances of the trainees are important to evaluate to know the effectiveness of the currently practiced programs. This will also help to rectify any loopholes in the process, which can be addressed during the evaluation process. The overall phase of Training Evaluation will focus on:
v
Employees’ Employees’ reaction towards the training program
v
Analysis of the knowledge and skills that the employees have learned from the training programs
v
Application of the knowledge and skills that were taught in the training
v
Results of the new inputs made by the trainees.
4.4 Import Importance ance of Training Training & Develo Development pment
Optimum Optimum Utilizati Utilization on of Human Human Resources Resources – Training Training and Developm Development ent helps helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as a s their individual goals. Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees – Training and Development helps in increasing increasing the job knowledge and skills of employees at each level.
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4.5 Management Management Development Development of NRB Global Global Bank On the Job Development: ∑
Coaching.
∑
Under Study.
∑
Committee Assignment.
∑
Job Rotation.
Off the Job Development: ∑
Sensitivity Training.
∑
Transactional Analysis.
∑
Training within the company. company.
∑
Training outside the the company. company.
∑
Lecture Courses.
∑
Simulation Exercise. Exercise.
Workers Development: ∑
Coaching.
∑
Under Study.
∑
Committee Assignment.
∑
Group Assignment Assignment
4.6 Methods of Employee Employee Training that NRB Global Bank Ltd follow:
NRB Global Bank Ltd follows both the on the job and off the job training methods for its employees. On the job training: Job Rotation: NRB Global Bank Ltd employees move to various positions in the
organization in an effort to expand their knowledge, skills, and abilities. Assistant–To positions: Employees at NRB Global Bank Ltd with potential sometimes work
under successful managers often in different departments of the banks; this helps the assistant to get successful successful virtues virtues from his superior. superior. This helps helps a lot to get an informal informal but most effective training.
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Committee assignment: committee assignment can allow the employee to share decision making, to learn by watching others and to investigate organizational problems. NRB Global Bank Ltd arranges committee assignments for its employees and the bank allows its employees to express their best toward the organizational development by individual potential. Off the job training: Lecture course and seminar: NRB Global Bank Ltd arranges trainings for its employees at
it own training training institute. institute. The The trainers trainers use lecture lecture courses courses and seminar seminar to train the the employees. employees. 4.7 Four Parties Parties of Training and Developmen Development: t:
Designer
Trainer
Trainee Beneficiaries of training objectives
Evaluator
Figure 4.(a): The Four Parties of Training and Development in NRB Global Bank Limited .
4.8 NRB Global Bank training institute starts journey
The training institute of NRB Global Bank Limited (NGB) started its journey at Panthopath in the city on Sunday through a Foundation training programme for the bank's officials. The bank's honorable chairman Mr. Nizam Chowdhury inaugurated the new training institute as the chief guest. Among Among others, Additional Additional Managing Directors Md. Golam Golam Sarwar Sarwar & R Q M Forkan, Forkan, principal principal of of training training institute, institute, higher higher officials officials of the the bank were present in the inaugural ceremony.
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All modern training facilities are available at the training institute. A total 30 officers from the branches and Head Office of the bank took part in the training course. 4.9 Foundation Course:
NRB Global Bank Limited has Training Institute for Training and Development of employees. Different types of trainings are offered to the employees according to the bank rule. Foundation course is important and mandatory training course for employees of
NRB Global Global Bank. Bank. The course durationduration- 24 days. The foundation foundation course course provides provides a solid knowledge of the financial instruments and their use as investment vehicles. vehicles. This course for Assistant Assistant officer, Trainee assistant officer, Trainee assistant& Cash officer. Module of Foundation Course of NRB Global Gl obal Bank Limited. ∑
Basic Accounti Accounting ng Related Related to Bank.
∑
General Knowledge.
∑
Basic English Learning.
∑
General Banking.
∑
Credit Management. .
∑
International Trade.
Some Important Topics of the Course. ∑
Principal of double entry system of accounting.
∑
Ascertaining Debit and Credit of different accounting transaction.
∑
Different method of depreciation of fixed asset and a nd Different method of valuation inventory.
∑
Bangladesh at a glance.
∑
An introduction of International financial institutions & Organizations.
∑
Pricing of loan ascertaining yield on advances.
∑
Credit risk Grading.
∑
Loan sanction, documentation, Disbursement procedures.
∑
Career path development.
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4.10 Findings Findings of of the Study Study::
From the analysis analysis of the data we can say the training training that NRB NRB Global Bank Bank Limited organizes for for its employees employees are meeting their expectation. expectation. The Bank cannot practices proper HRM guideline. The HRM have some objectives but the bank can not follow all those objectives. Training and development sector, there are on‐the‐ job job and off ‐the‐ job training techniques the bank follow some technique, but the bank can not follow arranges arranges off ‐the‐ job job techniques techniques video and and films show.
ÿ
NRB Global Bank HR-TDC helps to create an outstanding outstanding professional professional image within the banking industry by developing our workforce through need based training associated with future requirement. requirement.
ÿ
Impact of HR Training Training on Financial performances performances show, the more the number of employees and the number of employee cost are increasing the better the result of accounting and financial performances performances had took place over the year.
ÿ
As a blend of development and commercial bank NRB Global bank provides its client with full full range of services to help them them grow their assets assets and worth.
ÿ
The training objectives are fully clear to the employees; the the employees know why why they are having the trainings and how the trainings will help them in their work.
ÿ
There are several ways of employee’s rewards, such as intrinsic vs. extrinsic rewards, financial vs. non financial rewards, and performance ‐ based vs. membership rewards, but the bank cannot provide all of the system.
ÿ
There is a positive positive correlation correlation between training activities activities provided provided by NRB Global Bank HR-TDC and the financial performance of Bank. High training activities(total no. of training participants and working days) results in high financial performances of NRB Global Bank Limited.
ÿ
Over the year the management of NRB Global Bank is trying to minimize the training cost and also improve the training facilities.
ÿ
NRB Global Bank HR-TDC is trying to improve the Bank’s effectiveness by providing employees Development on job related Knowledge, Skills and Attitude.
ÿ
To prepare and make ready the workforce to comply with the new changes in the national and global banking business.
ÿ
All the employees employees believe that the training training materials materials were useful and those those were relevant to the specific training.
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Chapter- Five
∑
Recommendation
∑
Conclusion
∑
Photo gallery
∑
Appendix
∑
References
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5.1 Recommendation
After completion the study I have gathered some practical knowledge about the Human Resource practices In NRB Global Bank. It is really difficult to recommend NRBGB although this is new in banking industry. I tried to give some recommendations according to my findings from the study. Following are my recommendations: ∑
First of all main important thing for an organization is the Recruitment, which exists in this bank, is not well designed. NRBGB is facing problems regarding new talents and capable employees, so the bank must ensure one thing that is the working environment suiting for the new talents or not. Working environment is very important fact for new generation talents. Making sure the environment is suiting is the foremost duty for NRBGB.
∑
Dealing with the clients of a bank is very important for the reputation of the bank. In case of any faulty submission of documents for opening or closing of account, they should be requested for filling the requirements as per regulation with lot of patience.
∑
As this bank has been working for last one year, it has to draw attraction for more clients to pace with the competitive world of banking. Though it offers so many innovative products, it must advertise its banking activities so that more customers can come here for banking activities to meet their demand.
∑
During account opening period the officers must inform each and every detail to open specific account so that no client faces any hurdle of further proceeds.
∑
Qualified employees does not mean he/she has done exciding well is his/hers academic life. NRBGB must ensure that every one can apply for any job vacancy.
∑
NRBGB uses Temenos 24 s oftware for clearing checks, the software needs to be updates as the software lags during work hour.
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5.2 Conclusion
As an organization the NRB Global Bank Ltd has earned the reputation of top banking operation in Bangladesh. NRB Global Bank Limited is a fourth generation bank with all the latest technology techn ology which is blended with the bank. The banks aim is to satisfy the client in every way possible. It takes a lot to be a recognized brand, in which NRB Global Bank is doing quite good. It near future this bank will be in the top ranked bank in Bangladesh. NRB Global bank employees are very communicative and helpful. They helped me in every way possible to provide me all the information regarding this internship report. In this bank the employees are not that much motivated on the basis of the remuneration package the bank offers, due to that the turn over ration is 5.08%, the bank should take a step forward to resolve these manner as soon as possible. Here, all the employees are very much cooperative with their customers, colleagues and visitors. To sum up, I want to say that I am very lucky to join here as an internee because I always got the support and motivation to assemble knowledge from NRB Global Bank.
NRBGB is engaged with general banking activities with a view to expand banking services to the clients. All the employees of this bank are very qualified and dedicated, who are always trying to provide the best service to the customers. In this bank the employees are highly motivated due to their remunerations and other benefits. Here, all the employees are very much cooperative with their customers, colleagues and visitors. To sum up, I want to say that I am very lucky to join here as an internee because I always get support and motivation to assemble knowledge from NRB Global Global Bank.
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5.3 Photo Gallery BRANCH OPENING
Jubilee Road Branch.
NRB Global Bank formally opened its Jubilee Road Branch at Chittagong on November 27, 2014. Mr. N izam Chowdhury Chairman of the bank has inaugurated the operations of the branches as chief guest.
NRB Global Bank formally opens its 36th & 37th Branch on December 26, 2016
NRB Global Global Bank formally opened opened its 36th Branch Branch at Cox’sbazar Cox’sbazar & 37th Branch Branch at Chambol, Chambol, Bashkhali, Bashkhali, Chittagong on December 26, 2016. Mr. Nizam Chowdhury, Chairman of the bank has inaugurated the operation of the branches as chief guest.
Workshop On AML & CFT:
NRB Global Bank Ltd conducted daylong training on Anti-Money Laundering and Combating Financing Terrorism at its Head Office recently.
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5.4 Appendics
ACRONYMS
∑
NRB–Non Residential Bangladeshi
∑
H.R.D- Human Resource Resource Division Division
∑
LTD-- Lim LTD Limite ited d
∑
C.S.R-Corporate Social Responsibility
∑
O.J.T-On the Job Training
∑
R&D-Research & Development
∑
CRM-Credit Risk Management
∑
SME-Small and Medium Enterprise
∑
PR-Public Relation
∑
MD-Managing Director
∑
MTO-Management Trainee Officer
∑
TO-Trainee Officer
∑
TCO-Trainee Cash Office r
∑
TAO- Train Trainee ee assistant assistant officer
∑
JO- Junior offic officer er
∑
VP- Vice Presid President. ent.
∑
NRBGB- NRB Global Global Bank
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REFERENCES Text Book th
∑
Irwin L. Goldstein and J. Kevin Ford, “Training in Organization” 4 edition.
∑
Professor Md. Mohiuddin, “Human Resource Management” 6 edition.
∑
Kenneth J, McBey and Monica Belcourt , “Strategic Human Resources planning”, 2 nd edition.
∑
nd C.R Kotheri, “Res “Research earch M ethod ology” ology ” 2 Edition, 2003-2004, Wishwa Prakashan, Calcutta,
th
India.
Prospectors and Published Documents: ∑
Training Manual.
∑
Service Manual.
Website Websi te ∑
www.nrbglobalbank.com www.nrbglobalbank.com
∑
www.wikepedia.com
∑
www.scripedbd.com
∑
www.assignmentpoint.com
Other References: i. ii. iii. iii.
NRB NR B Glo Globa ball Ban Bank k Lim Limit ited ed . (20 (2013 13). ). Abou Aboutt Us Us . Dhak Dhaka a. NRB Global Global Bank Bank Limit Limited ed . (2013). (2013). Recrui Recruitme tment nt Poli Policy cy . Dhak Dhaka a. NRB Global Global Bank Bank Limit Limited ed . (2014). (2014). Corpor Corporate ate Achiev Achieveme ement nt . Dhaka Dhaka .
iv. iv.
NRB NR B Glob Global al Bank Bank Limi Limite ted. d. (201 (2016) 6).. Dhak Dhaka. a.
v.
Bipl Biplob ob Moh Moham amma mad d Ali(2 Ali(201 011) 1),, inter interns nshi hip p repo report rt on tra train inin ing g and and devel develop opme ment nt of of
Bank Asia Asia lt l t d. vi.
Tanvir Tanvir Hossai Hossain n Tashu Tashu (2015) (2015) inte interns rnship hip report report on traini training ng and and develo developme pment nt of of . NRB NRB Global Bank Bank Limi Limi t ed
vii. vii.
Fahi Fahim m Shaf Shafii Aziz Azizii- Assi Assist stan antt Off Offic icer er-- NR NRB B Glob Global al Bank Bank Limi Limite ted, d, Jubi Jubile lee e Roa Road d Branch, Chittagong.
viii. viii.
Sanjid Sanjida a Chowd Chowdhur huryy- - NRB Global Global Bank Bank Limit Limited, ed, Jubi Jubilee lee Road Road Branc Branch, h, Chit Chittag tagong ong..
Int Interns rnship Report of “Train rainin ing g & Develop lopment”. A study on NRB Glob lobal Ba Bank
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