Topic -3

Interviewing Candidates of Jamuna bank Ltd

1. An interview is a conversation where questions are asked and answers.

2. It to a one-on-one conversation with one person acting in the role of the interviewer and the
other in the role of the interviewee. The interviewer asks questions, the interviewee responds,
with participants taking turns talking.

3. Interviews usually involve a transfer of information from interviewee to interviewer, which is

usually the primary purpose of the interview, although information transfers can happen in both
directions simultaneously. One can contrast an interview which involves bi-directional
communication with a one-way flow of information, such as a speech or oration.

4. Interviews usually take place face to face and in person, although modern communications
technologies such as the Internet have enabled conversations to happen in which parties are
separated geographically, such as with videoconferencing software,[2] and of course telephone
interviews can happen without visual contact. Interviews almost always involve spoken
conversation between two or more parties, although in some instances a "conversation" can
happen between two persons who type questions and answers back and forth. Interviews can
range from unstructured or free-wheeling and open-ended conversations in which there is no
predetermined plan with prearranged questions

3.2 Practice/Observation
1. Jamuna Bank limited selecting on the basis of experience.
2. Recruiting fresh candidates.
Sometimes fresher seeing the job advertisement on the daily newspaper and drop the C.V. and
sometimes they go there with references. Next they are interviewed.
Every training officer gives advertisement on the daily newspaper for the fresher. They also use
www.BdJobs link for their job circular. It is a career job. A batch is created that consists of 50-60
people. They are to sit for a written test in which the questions are very difficult. Also, they face
MCQ questions. Later on, they are to take a viva voice exam in which 70 marks is the highest
out of 100 marks. In spite of having the first position, a candidate cannot get a job in Jamuna
Bank limited if his attitude, personality, expression, confidence are not up to satisfaction.

The Employee selection Process takes place in following order:

1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organization. The skills, academic and family
background, competencies and interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and it is also examined
how much the candidate knows about the company. Preliminary interviews are also called
screening interviews.
2. Application blanks- The candidates who clear the preliminary interview are required to fill
application blank. It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.
3. Written Tests- Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the
potential candidate. They should not be biased.
4. Employment Interviews- It is a one to one interaction between the interviewer and the
potential candidate. It is used to find whether the candidate is best suited for the required job or
not. But such interviews consume time and money both. Moreover the competencies of the
candidate cannot be judged. Such interviews may be biased at times. Such interviews should be
conducted properly. No distractions should be there in room. There should be an honest
communication between candidate and interviewer.
5. IT Test- After giving interview candidates have to give a short IT Test.
6. Appointment Letter- A reference check is made about the candidate selected and then finally
he is appointed by giving a formal appointment letter

3.3: Comments.
The authority of JBL has to be careful in recruiting the right person for each job. As has been seen, the recruitment
and selection process of JBL has rooms for improvement. The policy and process should be revised. So although
the recruiting process they have been adopting so far has been somewhat effective, to adapt to the changing times,
the process should be revised and streamlined
 Conclusion & Recommendation

Conclusion:
Jamuna Bank intends to set standards as the market leader in Bangladesh. It demonstrates that a
locally owned institution can provide efficient, friendly and modern banking service on a
profitable basis. Training & Development Practices is the most confidential for any organization
as well as for Jamuna Bank Limited. Here, limited information was collected for preparing this
report because of too much confidentiality.
It was an honor to study on a reputed organization like Jamuna Bank Limited. The Jamuna Bank
Limited is a bank that confirms the best service to the customers as well as to the employees by
their Training & Development Practices. Jamuna bank Limited is the fastest growing Bank in
Bangladesh. By studying on Training & Development Practices of JBL, we have learnt many
things. we hope this knowledge will be helpful enough to sustain with the real organizational
environment in my professional life.
Proper training and satisfaction at all levels will be the strongest foundation to
launch an assault on the challenges and convert the challenges to opportunities through effective
performance appraisal measures in the organization. The success of a commercial bank depends
largely in the quality of service rendered to the clients. Quality of service depends on the
competence and the quality of the employees of the organization. Therefore, the authority of JBL
has to be careful in recruiting the right person for each job.

Recommendations:
In this part of recommendation, some valuable issues of Jamuna Bank are discussed. These were
the aspects that came out while studying on JBL. These were related to various parts of JBL and
thus are placed in the list of general recommendation. According to findings some decision can
be taken -

1. Training programs of JBL are well organized. Moreover, evaluation of training program
should also be scientific. Although JBL training programs are sufficient, they can arrange
more training programs to ensure better services. Training programs provided by JBL are
easy and practical. So the bank should keep it up. Training programs are operated by
skillful & experienced trainers in JBL.Training programs are helpful for improving
employees performance of JBL. It’s increasing employee’s technical skills which help the
bank to reach its mission and vision. So training & development programs should be more
effective.

2. The Performance Appraisal in the organization should be in a full fledge way so that the
others will be accepting this. A s t h e P e r f o r m a n c e A p p r a i s a l i s h e l p f u l t o
t h e e m p l o y e e s b y t h e a s s i g n m e n t o f superiors task by training & development
which should be more effective so that the other employees will also be attracted. T h e
Performance Appraisal should be assist effectivel y to the emplo yees
a s i t recognizes the competence and potential of an individual. Employee’s appraisal
 should be fairly done according to the companies policies so that it will assist
the performance of the employees.

3. Jamuna Bank follows the international Selection and Recruitment process system. The
bank should try to arrange more training programs for their officials. Quality training will
help the officials to enrich them with more recent knowledge of International Trade
Financing. Jamuna Bank should update its websites on regular basis.

4.
5. 1.11 Four Parties of Training and Development of JBL:

Designer

Trainer Trainee
Beneficiaries of
training objectives

Evaluator

Figure 4: Four Parties of Training and Development of JBL.

3.14 Training methods followed by JBL:

TRAINING METHODS OF JBL.

On the job training

1. Job Rotation
2. Coaching/Understudy Approach
3. Action Learning
4. Assistant- to Position

Off the job training

 1. Lectures
2. Programmed Learning
3. Audio-visual-Based Training
4. Case Study
5. Role Playing
6. T-Group Training
7. E-learning
8. Outdoor Training
9. Conference

Figure 5: Training methods followed by JBL

Bibliograph
1. Kenneth James McBey, Monica Bekcourt, (2007), 3rd Edition, “Training in
Organization”, Ontario: Thomson Publisher.
2. Dipak Kumar Bhattacharyya, (2006), 3rd Edition, “Training & Development ”,
New Delhi: Tata…Sage Publisher.
3. Different types of products of Southeast Bank Limited i.e. Leaflets, Brochures,
Synopsizes etc.
4. www.Jbankbd.com
5. www.1stophr.ie/home/hr policy.asp
6. www.bangladeshbank.org