2. Manas Saha
Mohammad Abdul Kaium
Shiekh Md. Zahidul Haque
Sukanto Biswas
Yiaz Kawsar Kanak
Rony Chandra Acharjee
11.01.02.102
11.01.02.116
11.01.02.128
11.01.02.129
11.01.02.130
11.01.02.138
3. The banking history of Bangladesh is more than half a century old in
modern sense and has been playing a very significant role in the
economic development of the country.
At present there are four state own banks, eight specialized banks, ten
private foreign banks, thirty private commercial banks are operating in
the country.
In 1984, the Government of the People’s Republic of Bangladesh
established training and development policy by formulating National
Training Council in 1983. The main aim of the National Training
Council is to provide formal training for Government Officials.
4. Training can provide employees with knowledge and
skills to perform more effectively, preparing them to
meet the inevitable changes that occur in their jobs.
Training is only an opportunity for learning.
The proper employee training, development and
education at the right time provides big payoffs for the
employer in increased
productivity, knowledge, loyalty, and contribution.
5. Improves the job knowledge and skills at all level of the
organization.
Proper guidelines for work.
Employees adjust with new change.
To improve the level of the skills, attitudes.
6. Organization’s get more effective decision making and
problem solving.
Training & Development program increase job
satisfaction and reorganization.
Training reduces outside consulting cost by utilizing
component internal consulting.
7. Leading private sector bank in Bangladesh offering full range of
Personal, Corporate, International Trade, Foreign Exchange, Lease
Finance and Capital Market Services. Started its commercial operation
on July 05, 1995.
To be the premier financial institution in the country providing high
quality products and services backed by latest technology and a team
of highly motivated personnel to deliver Excellence in Banking.
8. It has 63 branches, 3 SME centers, 6 CMS units, 2 offshore
banking unit.
Number of shares 466,759,413.
It has 11 working departments.
Product and services that are currently available in DBL
such as GTS, SME, Retail banking, Corporate banking etc.
9. It has a training institute to provide training employee
for better performance.
For
fresher, foundation courses on elementary
knowledge of banking are organized. Specialized
courses on the area like credit, foreign
exchange, accounts and marketing etc. are meant for
officials working in those areas. Higher level courses
are run on specific knowledge area.
10. Dhaka Bank Training Institute (DBTI) started its
functions in 2000.
DBTI trained as many as 11,220 participants through
452 different training programs till end of 2012.
DBTI has international exposure and it
formulated, designed and delivered 12 training courses
under the Capacity Building Technical Assistance
Project of National Bank of Tajikistan (Central Bank)
financed by Islamic Development Bank.
11. More knowledge and skill for better performance .
The achievement of the organizational goals.
Change of skills, knowledge, attitudes or behavior.
Widens job related knowledge.
Training differs from education and development.
12. The major Types of training are:
Freshmen Orientation
Continues Orientation
On The Job Training
Off The Job Training
13. Freshmen orientation can solidify the new employee’s
relationship with your organization.
Freshman orienting the new employee is a critical step in
helping him adjust to the workplace and the job.
Continuous Orientation
Dhaka Bank management evaluates their employees within
every six month and they try to find lacking of employees
Then they are going to arrange this orientation.
14. Foundation courses have two parts: theoretical training in the
academy and job rotation. During this period, three-phased
training programmed is effective. On theoretical training
say, general banking, the officers are required to undergo rotation
in general banking activities under the supervision of HRD.
Off the Job Training
Which employees are already exist in the Dhaka Bank for these
employees better performance need some special training which
are called Off The job Training in that case Dhaka Bank take some
Off The Job training like Class Room Training or Lecture, Video
Presentation and Laboratory Training
15. Employee Recruitment:
Recruitment advertisement may be published in both
newspaper and website.
There may be an option of application through online.
Quality of employee recruitment decision must be ensured.
Recruitment and Selection process needs careful
monitoring to minimize subjectivity and ensure fairness.
All those who sit on selection panels be required not only
to be trained but also to attend refresher courses after an
appropriate period of time.
16. Facilities
Most of the organizations open on line customer
service system. So in order to complete in the world
market they should adopt online organization system
for all customer.
Organization should offer more facilities to the
customer. Such as ATM card, credit card etc.
17. Working Environment
The organization may ensure a very good working
environment. Thus the employee turnover reduces.
Training Facilities
The organization may ensure training facilities for
all employees so that they can serve better to the
customer.
18. Dhaka Bank provides equal training opportunity for fresher and
old employees.
Dhaka Bank provides training on the basis of lacking’s of job
performance of their employees.
They provides training to make a fresher as a skilled employee.
They make their own employee more efficient than other bank’s
employees.
They should provide world class training in their institute.
During their training season, they must be treated as they are
gathering the best skill of their specific sector from other bank.
After training program, they must be ensured better benefit to
stay at their bank rather than bank.
19. Recruiting can be viewed as a major human resource
planning programmed designed to attract the qualified work
force required to meet future organizational needs.
Recruiting also serves to attract workers to unexpected job
vacancies caused by turnover and to new positions . It is
possible only through proper training and practices. Human
Resource Management is not up to my expectation as we
studies in the Program of BBA in Human Resource
Management of this University has given us theoretical
knowledge and completion of theoretical course, preparation
of this report has helped the wide range of our knowledge in
Human Resource Management.
