It's help you to learn about Training & Development Program of a bank.

1. Assalaamu A’laikum Wa-rahmatullah
WELCOME
TO
The PRESENTATION
ON
Internship Report

2. Department of Business Administration
Faculty of Business Studies
Premier University Chittagong
An Internship Report on Training and Development Programe
A Study on Union Bank Limited, Patiya Branch
Prepared by:
Md. Masudul Hasan
ID No: 171158
Program: MBA
Semester: Autum-2017

3. OBJECTIVES OF THE STUDY
Broad Objective:
 To know about the employee training and development
process of the (UBL) Bank Limited.
Specific Objectives:
 To identify the training method of (UBL) Bank Limited.
 To evaluate the training and development program.

4. A. Research type:
It is a descriptive research, which briefly explains of the training and development activities of
(UBL) Bank Limited.
B. Sources of Data:
All the relevant data regarding this study are collected from two sources:
Primary Sources:
Interviewing with the Bank officials of (UBL) Bank Limited Patiya Branch.
Through questionnaire survey.
Official records and observing practical work.
Practical desk work
Face to face conversation with the officer
Direct observations
Secondary Sources:
Annual report of (UBL) Bank Limited
Published Booklet of the Bank.
Website of (UBL) Bank Limited
METHODOLOGY OF THE STUDY

5. Need
analysis
Instructional
design Validation Implement
the program
Evaluation
The training programs consist of five steps:

6. Training Programs Conducted No. of Participants in 2016
SL/No Title of Course Frequency No. of
Participants
01 Proper Way of Sorting Bank Notes and Malpractices in Cash
Management (On Call)
02 72
02 Orientation Program for Newly recruited MTOs (On Call) 04 135
03 Orientation Program for Newly recruited MTOs (On Call) 13 140
04 AML / CFT Risk Assessment 12 344
05 Online CIB 03 100
06 CL and SBS – 3 Reporting 03 90
07 Integrated Supervision System (ISS) 03 85
08 DBL Direct Banking (New Version of Internet Banking System) 03 65
09 Handling of Disciplinary Cases & Labor Laws Amendment 2013 02 47
10 Malpractices in Banks for Cash Department 01 29

7. Training Programs Conducted No. of Participants in 2016
SL/No Title of Course Frequency No. of
Participants
11 Malpractices in General Banking 01 24
12 Malpractices in Banks for Credit` 01 37
13 Credit : Financing SME Business 01 35
14 Flexcube (Retail Module) – (On Call) 01 13
15 Basic Islamic Knowledge (On Call) 01 50
16 Branch System Administration 01 37
17 Foreign Trade 01 19
18 Branch Level Reconciliation Process of Cash
Held in ATM
01 52
19 Universal Banking Solution (UBS) for Cash &
GB
01 12
20 DPDC Electricity Bill Collection 01 21

8. Training Programs Conducted No. of Participants in 2016
SL/No Title of Course Frequency No. of Participants
21 ICC Risk, BASEL III and Operation Risk 01 10
22 Development of Credit Skill in Consumer Banking 01 23
23 Foundation Training – 50th Batch 01 18
24 Basic Credit Management 01 38
25 Risk Management and Capital Adequacy in Banking Sector 01 37
26 Delivering Happiness 01 35
27 DESCO Online Bill Collection 01 18
28 ICT Security Awareness 01 36
29 System Audit in Banks 01 36
30 Analysis/Preparation of Credit Proposal & Corporate Account
Management
01 32
31 Foreign Currency Account & Travel Related Services (at H.O) 01 51
32 Corporate Grooming, Etiquettes and Manners 01 28
33 Self Leadership, Advanced Managerial Communication & 21st
Century Managerial Mindset
01 72

9. TOTAL
Frequency No. of Participant
69
1,80
3

10. UBL Bank Ltd is now using training and development as an incentive to retain and motivate their
employees and executives. UBL Bank Ltd arranges the necessary training for enhancing the skills and
knowledge to keep pace with the technological change and customer service.
The approaches of training need assessment are not scientific.
There is no particular process routinely followed by UBL Bank Ltd for identifying the deficiencies in
performance level and skill before providing the training program.
In UBL Bank Ltd the budget of Management Development Program (MDP) is not adequate.
Training method are not enough clarified and structured.
In UBL Bank Ltd, the Notification of training is not given to the nominated employees by the HR
manager. For this the trainee does not able to get proper idea about the training.
UBL Bank Ltd doesn’t provide proper concentration on before and after training assessment.
In UBL Bank Ltd, the employees and executives are very much satisfied with the trainers of different
training program.
The training environment of UBL Bank Ltd is quite satisfactory that most of the executives satisfied
with their existing environment.
 UBL Bank Ltd is much conscious about allocating the budget in employee training and development
program.
Findings

11. The Human Resource Division of UBL Bank Ltd needs to be more rigid in conducting the
need assessment and has to make it obligatory.
Training method should be more clarified and structured. Different types of training
method may be introduced. Such as- vestibule school, special courses.
UBL Bank Ltd has to provide proper concentration on before and after training
assessment by an effective use of pre-post training performance method.
For developing executive different types of development program may be introduces.
The evaluation of training program should also be scientific.
The trainer may be qualified with various types of training method and techniques.
The trainers of UBL Bank Ltd must provide expert advice to HRD, usually about the
importance of the training program and how to make the training program more effective.
Time schedule of the training and development program may be arranged properly.
RECOMMENDATIONS

12. Doing internship in Union limited is really a great experience for me. From the learning and experience point of
view I can say that I’ve really enjoyed my time in UBL Ltd. I am confident enough that this program will
definitely help me to realize my career in the job market, specially in banking sector. UBL is currently enjoying a
very good position in banking sector, but it is very important for the bank to have up to date information of
recent situations and proper planning and policies so that the bank can always have position in the list of market
leaders. An organization’s most important asset is Human Resource. UBL should give a great focus in collecting
appropriate candidates for future success. Right person in Right position is very important for further
development in future. Performance analysis of a bank is not so sufficient to measure and express perfectly
within this short time period. But it is a great opportunity for me to get used to with the operational environment
of commercial banking of UBL. I have tried by soul to incorporate the necessary relevant information in my
report. Top management of UBL should conduct a comprehensive study or survey on the branches‟ performance,
its management’s performance and the employees‟ performance and their motivation as well. Marketing
department should come out with fresh and unique new ideas frequently. Customers want to know about new
products and services which are profitable for them. Constant researches and updated information about market
is very important for improving new ideas. Because competitors are constantly developing new ideas to compete.
Conclusion

13. THANKS
TOALL OF
YOU