Report

On
HRM practices of BRAC Bank Limited

Course name- Human Resource practices in Bangladesh

Course Code-HRM-407

Date of submission - 12/05/2019

 BANGLADESH UNIVERSITY OF BUSINESS & TECHNOLOGY

Report on

“HRM practices of BRAC Bank Limited”

Submitted to

Ms. Shaila Sharmin

Assistant Professor,
Department of Management, BUBT

Submitted By

Group Name: Team Orchid

Name ID Intake
Md.Shahriar Jaman 15161101114 38th
Abdul Alim 15162101185 39th
Imtiaz Mahmud 15162101225 39th
Mahmuda Prity 15162101502 39th
Osman Goni 14152101202 36th
 Date: 12thmay, 2019
Letter of Transmittal

12thMay 2019
Ms. Shaila Sharmin
Assistant Professor
Department of Management, BUBT

Subject: Submission of Assignment on “BRAC Bank.”

Dear Madam,
It is our honor to submit our Report titled “HRM practices of BRAC Bank Limited”. While working in
BRAC Bank Limited we gathered knowledge and experience related to Human Resource Division, which
we believe that would be helpful for our future job life. After gathering experiences in three-month
internship program, we tried our level best to come up with an effective report.

It would be grateful if you find this report useful and accept it and we would like to thank you once again
for giving us the opportunity to prepare this report and for your support and guidance.

Yours faithfully,
Md.Shahriar Jaman
Id-15161101114
Intake-38th ,Sec-3
Bangladesh University Of Business & Technology
 Acknowledgement

The report opportunity we had with BRAC Bank Limited was the best opportunity of learning and
professional development for us. We feel privileged to have had the opportunity to work there and come
into contract with so many people of different personalities. We would like to express profound gratitude
to all those people who have been guided us and helped us to prepare this Report. Without their help and
guidance, it would not have been easier to complete this report.
First, we would like to express deepest gratitude and thanks to our academic report supervisor and faculty
Ms.Shaila Sharmin for helping us to select the topic of this report and for giving proper guidance and
instructions throughout our report program. We are also thankful to her for always being available when
we needed help and suggestions from her for preparing this report.
We would like to express special thanks to our organizational supervisor Ms. Tazkia Habib (Associate
Manager, Learning & Development, Human Resources) for giving us clear guidance and instructions of
our work activities, making a friendly working environment and for being an excellent supervisor. we
would also like to thank Ms. Queresha Faria Ali (Manager, Learning & Development, Human Resources),
Syed Mahmud Hassan (Senior Relationship Manager, Retail & Operations) for giving me instructions and
valuable suggestions of Training and Development related activities and we are thankful to other
employees of BRAC Bank Limited for being friendly and cooperative with us. We consider our self-lucky
that we got to work with such an amazing team.
Finally, we would like to convey our gratitude to the almighty Allah and my parents because without their
blessings and support it would not have been possible for us to continue our journey so smoothly in
BRAC Bank Limited.
 Executive Summary

This Report is prepared as a requirement of Bachelor of Business Administration (BBA) program on

Department of HRM, Bangladesh University of Business & Technology. After completing report in
Human Resources Division of BRAC Bank Limited, we have prepared this Report with our practical
experience and knowledge we have gained working there. This report is basedon the topic of “HRM
practices in BD of BRAC Bank Limited” which includes the explanation of types of Training Program,
evaluation process and development techniques that BBL uses for the improvement of their employees.
As BRAC Bank Limited is one of the fastest growing banks in Bangladesh, it spends a huge amount of
money on their HRM practices in BD to ensure effective input from their employees into the organization.
This training program also ensures the employee retention and decreases employee turnover. To BRAC
Bank Limited spending money in these training programs for their employees is not an expense but an
investment. As we have worked under Learning and Development department of Human Resource
Division we have closely observed how BBL conducts their training programs and how they do their
training and trainer evaluation.
Our report is basically based on all of these activities and this report shows the importance of training and
development programs of BBL. At the end of the report we tried our best to come up with some useful
suggestions and recommendations which we hope would be helpful for them for further improvement of
their training programs.
 Table of Contents

SL NO. TOPICS PAGE NO

Chapter 1 Introduction
1.1 Background of the report
1.2 Significance of the report
1.3 Objective of the report
1.4 Limitation of the report
Chapter 2 Company Overview
2.1 Company Introduction
2.2 Vision
2.3 Mission
2.4 Objective
2.5 Product or Service
2.6 Organizational Structure
Chapter 3 HRM practices of BRAC Bank
3.1 Conclusion & Recommendation
3.2 Reference
Introduction Chapter
1.1 Introduction
Education will be the most effective when theory and practice blends. Theoretical knowledge
gets its perfection with practical application. We all know that there is no alternative of
practical knowledge, which is more beneficial than theoretical aspects. The prime reason of
this study is to become familiar with the practical knowledge. As the students of business
studies, we have no knowledge to face the real life situation. By this study, we get idea
between the gap theoretical knowledge and practical application & it may help us in practical
life.

1.2 Background of the report

This report is originated as a partial fulfillment of the BBA program of Bangladesh
University of Business &Technology. This report is a mandatory requirement for BBA
completion. We have worked at BRAC Bank Ltd. Mirpur branch and the experience of
working at BRAC Bank Ltd. has helped us to match our theoretical knowledge with practical
understanding. As an intern of BRAC Bank Ltd. I was provided with the topic “HRM
practices in BD.”

1.3 Scope of the report

The report deals with the training & development process in terms of theoretical point of
view & practical use. The study will allow learning about the training & development issues,
importance, modem techniques & models used to make it more efficient. The study will help;
learn the practical procedures followed by the leading organizations. Moreover, the study will
help differentiate between the theories and practice that direct to realize how the organization
can improve their training &development.

1.4 Objectives of the report

Broad objective
Brought objective of the report is to know and understand the HRM practices ofBrac bank
ltd.

Specific objectives:
 To know about the employee perception regarding HRM practices of BBL.
 To recommend some necessary measures to improve the HRM practices of BBL.
 To identify the problems regarding HRM practices of BBL.

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 1.5 Methodology
The study requires a systematic process from selection of the topic to preparation of the final
report. The data sources of this study were to be identified and collected, to be classified,
analyzed, interpreted and presented in a systematic manner and key points were to be found
out. The overall process of methodology is given in the followings:

1.5.1 Research Design

This is a descriptive Research, which briefly reveals the overall training & development
process it has been administered by collecting both primary and secondary data of Brac Bank
Limited.

1.5.2 Sampling plan:

1.5.2.1 Population: The target Population was the

Executives, Operative employees who are working in
BBL.

1.5.2.2 Sample Unit: Any employee who is working in BBL. at

Mirpur branch.

1.5.2.3 Sample Size: Total Sample size was respondents

which includes both executive & operative employees,
here shown in the followingtable:

Executive Operative employees Total

2 3 5
1.5.2.4 Sampling Method: The non-probability suitable
sampling method was used for collecting the
information & to identify the respondents.

1.5.2.5 Sample Frame: The list of employees who are working

only in BBL.

1.5.2.6 Questionnaire Design: Questionnaire was prepared

with both open ended & closed question. Questionnaire
was made for executives & operatives. The average
time questioning is 15/20 minutes. The nature of the
questions used in the questionnaire is dichotomy to our
questions with determinant choice questions & one open
ended question.

9
 Open ended question: Open-ended questions are ones that require more than one
word answers. The answers could come in the form of a list, such as what is your
favorite memory from childhood?
Closed ended question: If you can answer a question with only a "yes" or "no"
response, then you are answering a close-ended type of question like, Are you
feeling better today?

1.2.1 Sources of Data

Sources of data of this report can be divided into 2 ways:

Primary Sources: Through questionnaire survey

Secondary Sources:
 Annual report of BBL(Year-2018)
 Class lecture
 Web base support from the internet( http://www.bracbank.com)

1.3 Data Analysis

Both the qualitative & quantitative analysis has been followed in this research. Quantitative question were
scaled with well-known Liker method. To analyze the gathered data different types of computer software
were used as Microsoft word, Microsoft Excel & Microsoft Power point.

1.6 Limitation of the Study:

Every matter has some limitations. Therefore, this is also not an exception. The limitations of this report
are been sated below:

Time Limitation: Due to time restriction, the study is concentrated in selected areas. It is really very
short time to know details about the overall training & development process of an organization.
Inadequate Data: Because of the unwillingness of the key persons to provide the required information,
necessary data collection become hard, they are extremely busy to perform their duty.
Lack of Record: Available data also could not be verified.
Lack of experiences: As a 1st hand researcher of the organization, it was not possible on us to express
some of the sensitive issues as it require.

10
Company Overview

11
2.1 History of Brac Bank Limited

BRAC Bank Limited, one of the latest generation of commercial banks started its journey on
July 04, 2001. It is an affiliate of BRAC (Bangladesh Rural Advancement Committee), one
of the world’s largest non-governmental development organizations founded by Fazle Hasan
Abed in 1972. It has been the fastest growing Bank in 2004 and 2005. The Bank operates
under a "double bottom line" agenda where profit and social responsibility go hand in hand as
it strives towards a poverty-free, progressive Bangladesh.

BRAC Bank Limited, with institutional shareholdings by BRAC, International Finance

Corporation (IFC) and Shore Cap International, has been the fastest growing Bank in
Bangladesh for the last 3 successive years. In the recent past, the bank has gone public with
price of shares reaching impressive heights, further showing promising future.

BRAC Bank, operational Commercial Bank, focuses on pursuing new market niches in the
Small and Medium Enterprise Business, which till then has remained largely available within
the country. In the last 5 years of operation.

12
The bank’s investments during the year 2014 were mostly in Government securities, which stood at BDT
20,559 M as of December 31, 2014 as opposed to BDT 19,365 M in the previous year. Out of the total
investments, 78% was concentrated in Government Securities to maintain comfortable CRR and SLR ratio
of the bank.

The management of the Bank believes that this sector of the economy can contribute the most to the rapid
generation of employment in Bangladesh. Since start in July 2001, the Bank's footprint has grown to 36
branches, more than 400 SME unit offices and 38 ATM sites across the country, and the customer base
has expanded to 200,000 deposit and 45,000 advance accounts through 2006. In 2005, BRAC Bank had a
$178 million portfolio consisting of around 21,000 loans with an average loan size of $8,000. It has
around 400 regionally-placed loan processing units offering services in the heart of rural and urban
communities and employs over 700 business loan officers – around 60% of total staff.

BRAC Bank is one of country’s fastest growing banks. With 155 Branches, SME Service Centers &
SME/Krishi Branches, 14 AponShomoy, 322 ATM Booths, 31CDMs, 398 SME Unit Offices and more
than 7,695 (as on May 2014) human resources, BRAC Bank’s operation now cuts across all segments and
services in financial industry. With more than 1.3 Million Customers, the bank has already proved to be
the largest SME financier in just.

13
12 years of its operation in Bangladesh and continues to broaden its horizon into Retail,
Corporate, Foreign Remittance and other arenas of banking. In the year: 2010, BRAC Bank
has been recognized as Asia’s most Sustainable Bank in Emerging Markets by the Financial
Times and IFC.

BRAC Bank Limited has won prestigious ‘Best Bank in Bangladesh Award’ from Finance
Asia as part of Country Awards for Achievement 2013.
Mr. Syed Mahmudur Rahman, Managing Director & CEO, BRAC Bank, formally received
the award at Country Awards Gala Dinner at Hotel Fort Canning in Singapore. In this earlier
year, 2NDinternational honor for BRAC Bank “Best Managed BRAC Bank Award” comes
from the Asian Banker. Mr. Syed Mahmudur Rahman formally received the awards at The
Asian Banker Summit 2013 at Ritz Carlton Jakarta in Indonesia BRAC Bank has also been
awarded with ‘Sustainable Marketing Excellence Award’ from CMO Asia. The award is as
part of Global Brand Excellence Awards of CMO Asia, the most prestigious brands award in
Asia.
The award was handed over to BRAC Bank at World Brand Congress at The Pan Pacific,
Singapore on July 31, 2014. Mr. Zeisian Kingship Huq, Head of Communication and Service
Quality, BRAC Bank, received the award at the annual conference of brand gurus.

BRAC bank Limited, with institutional shareholding by BRAC, International Finance

Corporation (IFC) and Shore Cap Exchange, has been the fastest growing bank for last
several years.

14
 2.2CorporateProfile:

2.3Vision
Building profitable and socially responsible financial institution focused on Market and
Business with Growth potential, thereby assisting BRAC and stakeholders to build a just,
enlightened, healthy democratic and poverty free Bangladesh”.

15
2.4Mission
Sustained growth in Small & Medium Enterprise sector.
Continuous low-cost deposit Growth with controlled growth in retail assets.
Corporate Assets to be funded through self-liability mobilization. Growth in Assets through
syndications and investment in faster growing sectors.
Continuous endeavor to increase non-funded income.
Keep our debt charges at 2% to maintain a steady profitable growth.
Achieve efficient synergies between the bank’s branches, SME unit offices and BRAC field
offices for delivery of remittance and Bank’s other products and services.
Manage various lines of business in a full controlled environment with no compromise
onService quality.
Keep a divers, far flung team fully controlled environment with no compromise on service
quality.
Keep a diverse, far-flung team fully motivated and driven towards materializing the bank’s
vision into reality.

2.5Objectives
The objective of BRAC Bank Limited is specific and targeted to its vision and to position itself
in the mindset of the people as a bank with difference. The objective of BRAC Bank Limited is
as follows:

Building a strong customer focus and relationship based on integrity, superior service.

►To finance the industry, trade and commerce in both the conventional way and by
offering customer friendly credit service.
►To encourage the new entrepreneurs for investment and thus to develop the
country’s industry sector and contribute to the economic development.
►To work as a team to serve the best interest of our owners.
►To develop the standard of living of the limited income group by providing
Consumer Credit.
16
 ►To base recognition and reward on performance.
►To responsible, trustworthy and law-abiding in all that we do.
►To mobilize the savings and channeling it out as loan or advance as the company
approve.
►To establish, maintain, carry on, transact and undertake all kinds of investment
and financial business including underwriting, managing and distributing the issue
of stocks, debentures, and other securities.

BRAC Bank is one of country’s fastest growing banks. With 155 Branches, SME Service
Centers & SME/ Krishi Branches, 14 AponShomoy, 322 ATM Booths, 31CDMs, 398 SME
Unit Offices and more than 7,695 (as on May 2014) human resources.

Principal office headquarter has control over the whole area of a district i.e. the principal
office is the local point of the bank’s administrative zone of the district. The regional office is
situated in the Thana level within the district, is under control and supervision of the principal
office of the district. Regional offices are responsible for their activities to the principal
office.

Regional heads exercise control and supervision overall the branches within their jurisdiction
and keep the head of principal office informed the progress of their respective areas from
time to time.

17
2.6Products and Services:

Brac Bank’s product and services are categorized into three sections-

Retail Banking Products

BRAC Bank has a variety of retail banking products for consumers including

• Loans,

• Deposit Schemes,

• Accounts Service,

• Cards,

• Other Services.

• VISA local

• International credit & debit cards

• ATM Network

• BRAC bank has recently started e-commerce banking

Services Provided By BRAC Bank:

• SME Banking

• Corporate & Institutional Banking

• Retail Banking

• Banking Services for Non-Resident Bangladeshi (NRB)

• SMS Banking

• TRS

18
 • Probashi Banking

• Islami Banking

2.7 Organizational Structure:

BRAC Bank Limited has two sets of reporting lines, one that reports directly to the MD and another that
reports to the DMD. MD is the representative of the Board of Directors as well as responsible for all the
business decisions taken by the bank. The Support Manager assists him. Under him work the Heads of the
Business and some of the Support Units. They are: Head of SME Banking, Head of Retail Banking, Head
of Corporate Banking, Head of Probashi Banking, Head of Treasury & Financial Institutions, Head of
Marketing & Corporate Affairs, Head of Enterprise Risk Management, Head of Human Resources, Head
of Financial Administration,

Company Secretary & Head of Regulatory & Internal Control, Head of Impaired Assets Management,
Manager-Complaint Handling Cell & Credit Inspector. There is another part of the Organogram, which
deals with the reporting line of Deputy Managing Director & COO. This line constitutes of the Heads of
the Support Units. The Units are: Head of Retail Banking Operation, Head of Corporate Banking
Operations, Head of SME Banking Operations, Head of Probashi Banking Operations, Senior Manager-
Card Operations, Head of Business Solutions, Head of Technology, Head of General Infrastructure
Services, Head of Central Operations, Senior Manager-Call Centre, Senior Manager, Project Admin,
Service Quality, and Operations Risk Mgt. & Operations MIS.

19
HRM Practice of
Brac Bank

20
3. HRM Practices in Brac Bank:

The overall HR practice of BRAC Bank Ltd is:

1. HR Planning of BRAC Bank

2. job Analysis
3. Job requirement
4. Job Description
5. Recruitment & Selection
6. Employee training & Development
7. Performance appraisal and promotion
8. HR Compensation Activities
9. HR controlling activities

1. HR Planning of BRAC Bank

Human Resource Planning is a process of deciding in advance what is to be done in future regarding
human resource of an organization. It deals with the activities and steps to be taken in regard to demand
for and supply of human resources as well as their proper utilization.

2. Job Analysis

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and
the relative importance of these duties for a given job. Job Analysis is a process where judgments are
made about data collected on a job.

3. Job requirement

Job requirements are “must haves” that an employer is looking for in a candidate for a certain job
position. Job requirements aren’t just a list of specific qualifications, education, knowledge and
skills needed for a particular position. They are a great opportunity to showcase your Employer
Brand and company culture and attract the best candidates.

21
4. Job Description

A job description or JD is a document that describes the general tasks, or other related duties, and
responsibilities of a position. It may specify the functionary to whom the position reports, specifications
such as the qualifications or skills needed by the person in the job, and a salary range.

5. Recruitment & Selection

Recruitment involves attracting and obtaining as many applications as possible from eligible job seekers.
Selection is the process of choosing individual with the current qualification needed to feel job in an
organization.

6. Employee training & Development

Training is a program that helps employees learn specific knowledge or skills to improve
performance in their current roles. Development is more expansive and focuses
on employee growth and future performance, rather than an immediate job role.
7. Performance appraisal &Promotion
Performance appraisal is a process of evaluating an employee’s performance of a job in terms
of its recruitment. Performance appraisal is the process of evaluating the performance of
employees sharing the informational with them and searching for ways to improve their
performance. Promotion in terms of a career, a promotion refers to the advancement of an
employee's rank or position in a hierarchical structure. In marketing, promotion refers to a
different sort of advancement.

8. HR Compensation Activities
The overall responsibility of compensation and benefits managers is to manage an
organization's compensation and rewards program. Because compensation and benefits
programs are designed to attract top talent and retain valued employees, the work of these
professionals is a crucial one within a company's HR division.
9. HR controlling activities
Human resources controls are controls that focus on employee behavior, employee
performance and developing and upholding policies and procedures. There are several human
resources controls used in human resources management to meet organizational goals:
Performance appraisals. Discipline policies.
22
Training & Development
Systems of BBL

23
24
 4.1 Training & Development methods of Brac bank:
Various methods are used to train personnel for managerial level jobs in the company. These
methods can be explained with the help of following diagram:

4.1.1 On the Job Training Methods

 Service mind set: They start their very first strategic implementation by giving service
mind set training. The main focus of this training is to give the new candidates inspiration
about the work. They try to make the employee really professional so that they kind match
this real corporate life. They try to set everyone’s mind to the work process so that they can
give their best and it’s proving that this is the best tool BRAC Bank Ltd. Is implementing to
the employ and it works like a charm.

 Service based training: Service based training focused on the various kinds of service
that BRAC Bank Ltd. Providing for example account opening service, remittance loan and
advance. They give the candidates a brief knowledge as there part of strategic planning as
they are going to distribute those candidates in different segments of organization.

4.1.2 Off the Job Training Methods

Off the job training refers to method of training given outside the company. The different
methods adopted in off the job training are the following:

1. Class room method: It is provided in company class rooms or educational institution

through lectures audio visual aids, case studies and group discussion. It is very helpful
and teaching problems solving skills and new concepts. It is also useful in orientations
and safety training programs. For teaching new technologies to software
professionals, class room training is often used.

Example: Truck drivers could receive lectures on issues such as company policies and safety.

2. Simulators: Simulators are used to imitate real work experiences. Simulation

25
 involvescreatingatmospherewhichisverysimilartotheoriginalworkenvironment.
The method helps to train manager handling stress, taking immediate decisions,
handling pressure on the jobs etc. An actual feel of the real job environment is given
here.

Example: Truck drivers could use simulators to practice responding to dangerous driving
situations.
3. Business Games: This method involves providing a market situation to the trainee
against each other.

Example: In a trucking business, managers could create games that teach truckers the impact of late
deliveries, poor customer service or unsafe driving.

4. Committee: A group of trainees are selected & gives an opportunity to resolve a live
case in the organization. This will enhance their decision making& problem solving
approach.

5. Readings: This method involves encouraging the trainee manager to increase his
reading related to his subject and then ask him to make a presentation on what he has
learned. Information can be collected by trainee manager from books, magazines and
interknitted.

6. In -basket Training (IBT) Method: IBT is a method where the trainee is required to
examine a basket full of papers and files relating to his area of work and make
recommendations on problems contained in them. This method is meant for trainees
in a managerial level to improve their decision-making and problem-solving abilities.
This is a form of simulation training designed around day to- day business situations
and hence is transferable to the job experiences.

7. Conferences: A group of meet together pose ideas examine & share faces, ideas &
data, test assumptions, draw conclusions, all of which contributes to the improvement
of job performance.

26
 Fig: Off the Job Training Methods

4.2 Training and Development Program & Training Evaluation of BRAC Bank:

4.2.1Evaluation: Evaluation after training program is an essential step for Learning and
Development Division of BRAC Bank because it helps them to get information about the shortcomings of
programs so that they can make sound decision about the implementation of those programs. L&D
division conducts two types of evaluation after completion of a training program. These are 1) Training
program evaluation and 2) Trainer evaluation.
4.2.2 Training program Evaluation: The process of examining a training program is called
training evaluation. L&D division of BRAC Bank conducts training program evaluation to check
whether training program has had the desired effect or not. It also ensures that whether the
participants are able to understand what they are taught in the program and to implement their
learning in their respective workplaces or to the regular work routines.
Here are 6 criteria that BRAC Bank uses to evaluate their training program-
The program was beneficial for performing my duties
Level of detail, layout & sequence of course content
Approach of trainer and training method was easily understandable
27
 Level of facilitators knowledge, presentation skills and punctuality
Would you suggest your colleague to participate in the training
Level of operational support and logistics
4.2.3 Training Evaluation Rating Scale:
Excellent = 5
Good = 4
Satisfactory = 3
Poor = 2
Very poor = 1
4.2.4 Trainer Evaluation: Besides the training evaluation L&D division also conducts trainer evaluation.
In a training program there is more than one trainer and the participants of that particular training program
evaluate the trainers based on their training skills. Through this 24 trainer evaluation they get to know how
effectively trainers are delivering to the participants.
Here are 9 criteria that BRAC Bank uses to evaluate the trainers-
Punctuality of Trainer
Trainer encouraged questions from audience
Trainer spoke clearly and audibly
Trainer was able to answer queries during the session
Trainer was friendly and approachable
Presentation on content was informative
Presentation on skill of trainer
Trainer was able to manage his session time effectively
How do you rate the overall skills of the trainer

4.3 Training Need Assessment of BRAC Bank

Training Needs Assessment follows 3 levels. Those are

Organizational level: At the organizational level the training is consider within the context for the
organizations culture, politics, structure & strategy.

28
Some are

 How does the training relate to organizational objectives?

 How does the training impact day to day work place dynamics?
 What are the cost and expected benefits of the training?

Task level: It improves looking at specific duties and responsibilities. Some are
 What responsibilities and assigned to the job?
 What skills of knowledge are needed for successful performance?

Personal level: It considers the people to be trained. Some are

 What knowledge, skill and abilities do trainees already have?
 What are the trainees learning stylist?
 What special needs do the trainees have?

29
 Major Finding&
Recommendation.

30
Findings:

Whereas working we have picked up a more current kind of encounter. After collecting and investigation
information, we have got a few thought about the training and development practice of BRACK Bank
which is given underneath:
The analysis shows that most of the employees of BRACK Bank Ltd. think that training and
development is a way to achieve the organization's goals.
In BRACK Bank Ltd most of the employees think that the training plays an important role to develop
their carrier as well as bank's development.
Most of the employees of these banks think that their bank understands the training needs for
employees.
Almost all employees strongly agreed that their skill of being detail oriented have been enhanced by the
training.
Most of the employees of these banks think that their performance has become well after receiving
training,
These banks do not conduct adequate software-based training for their employees. But to cope with the
modern banking system software-based training is very essential for the employees of the bank.
The training budget of BRACK Bank is increasing gradually. That means they are giving more
importance on training to achieve the organization's goals.
These Banks use different training methods to provide training to their employees. Most
of the time they use Class lecture for the training purpose of their employees. They use multimedia and
projector to give training to the employees. But they do not more emphasize on arranging computer based
training and movie or film based training to their employees.
The training department of these Banks basically centers on the needs examination of employees for the
determination of employees for training. They too utilize performance, appraisal analyze the past record,
recommendation of beat administration to choose the candidates for training.
The analysis shows that the purpose of providing training of these Banks varies from one to another.
But the main purpose is to increase the sales target of the bank, motivate the employees and increase the
employee’s skills. But all banks do not more focus on to increase the technological knowledge of the
employees.

31
Recommendations

With the knowledge about banking, it is an easy job to find out the difficulties of the bank:
Rather than recommending would like to give my opinion to improve the employee development by
giving proper training and the banking service and make the customer more satisfied.
To improve its all current marketing strategies to attract more long term and loyal clients for the
bank.
BRACK bank ltd. needs to focus more on priority banking.
Increasing the compensation for the employees.
Allocating more frontline officers in the branch offices.
Upgrading the bank server.
Redecorating the interiors of the bank.
Increase the concentration on advertising and promotion.
Upgrading the services for the ATM booth.
Work more on the bank activities visibility.
BRACK bank ltd. should offer international credit card to its clients.
Monthly training programs for the officers for improving their performance level.

Human is most dynamic resource for organization. Getting the best person is a critical issue. The
knowledge, skills, Experience and Job specific competences assessment framework currently
discriminatory, transparent, promote equality of opportunity and be objective.
So, if the training for recruitment and selection process is properly done then other criteria of
thetraining will be easier for training institution’s employee.

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Conclusion
Banks play vital part within the present day economy. Human Resource Management (HRM) issues play a
critical part in every organization and within the banks as well. No organization can accomplish its
objective or can be great until or unless it fulfills workers. Organizational individuals can play the part of
team who convert the corporate objectives into reality and victory. Within the keeping money segment
exceedingly taught and vital work force are required to make a competitive position and to hold it for a
long time. Enlisting, Training. Guideline of uniformity, job fulfillment and career improvement are
important within the bank. BRACK Bank Limited is performing its best within the banking industry. They
are developing their network and are attempting to get its banking administrations more modernized day
by day. They esteem their clients in each conceivable way and serve to each lesson of individuals within
the society for their reason. The number of clients for the bank is expanding than compared to other within
the industry for its quality administrations. And for giving its great services BRACK bank has well-
arranged preparing sessions each separately and carefully outlined to prepare the most excellent enlisted
officer. It was an incredible delight for me to total my internship program at BRACK Bank Limited, one
of the driving banks of the nation. My generally encounter was great. And we trust, in spite of the a few
confinements the report is well arranged and serves the reason of the reader. We accept the encounter will
offer assistance me a parcel within the proficient world. At last, we wish extraordinary victories of
BRACK Bank Limited within the coming a long time.

33
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“Gary Dessler” tenth edition- Human ResourceManagement

From Wikipedia, the freeencyclopedia.

Classlecture.
Annual Report2014

Website:

 www.google.com
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 www.bracbank.com
 bankinfobd.com/banks/3/BRAC_Bank
 https://www.scribd.com/doc/.../Report-on-BRAC-Bank-Limited-2010
 https://bd.linkedin.com/company/brac-bank-ltd
 helpline-customercare.blogspot.com/2011/11/brac-bank-help-line.html
 http://www.businessdictionary.com/definition/development.html#ixzz3ioM7
RTGH
 www.businessdictionary.com/definition/training.htm
 dictionary.cambridge.org/dictionary/english/training
 http://www.qarea.com/company/process
 WWW.Wikipidia.Com
 http://www.assignmentpoint.com/business/human-resource-
management/employee-training-and-development-on-brac-bank-limited.html

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