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To
The Course Instructor
Mr. Mohammad Thoufiqul Islam
BRAC BUSINESS SCHOOL
BRAC University
Dear Sir,
With due respect and honor we the students of your course would like to formally submit our term
paper on training and development. We tried our best to accumulate information within this limited
time period. However, in some cases we made some assumptions instead of actual data. This is
because of many barriers, like lack of proper information, lack of access in the chosen
organization etc.
We therefore hope that you would be kind enough to assess our term paper and recommend any
necessary corrections.
Sincerely yours
Group members
MGT423
i
Background of the Study
In this course of Training and Development, we were taught to implement all the steps
needed to train organizational employees. This process starts from training need
assessment to evaluation after training. We were taught the theories as well as we were
taught some practical stuff.
This report work is given by our course instructor to apply all the training steps while
implementing a training program in an organization. We are asked to go to an
organization and find out what training need is there, after that we have to find a suitable
training method and apply the method according to the procedure.
For this purpose, we have chosen “Agrani bank Limited” as our target organization.
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Objective of the Study
There were some purposes for which we are given this term paper. They are as follows:
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Limitations of the study
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Background of the organization
Vision –
Simply the vision of Agrani Bank is mass banking. At the time of formation it
changed its motto from class banking to mass banking. Expedite the economic growth of
the country through spreading the banking services to the doorsteps of mass people so
that they get institutional financial help and participate in the economic activities of the
country.
Mission -
To be the trendsetter for innovative banking with excellence and
perfection.
To be the best performing bank in the country and the region.
To exceed customer expectations through innovative financial products &
services and establish a strong presence to recognize shareholders'
expectations and optimize there rewards through dedicated workforce.
Keeping ahead of other competitors in productivity and
profitability.To attain budgetary targets fixed in each
area of business.
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Objectives – Like other business organization the core desire of Agrani Bank is
to maximize the profit through saving & loaning money to the life of the common people.
The Objectives of the Agrani Bank is given below:
I. Broad Goal:
implies that it stands for meeting the banking needs of the mass people of the society.
In compliance with the very nature of the organization, the objective in mind the
bank aims at excelling quality and diversified services. To fulfill its mission
To earn profit.
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III. Service Attitudes:
Agrani Bank is a service organization. It will live and prosper on the quality
levels.
Banks image with people should be identified on the quality and diversity of
The bank shall maintain healthy competition with other banks aiming at
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Organogram
Organizational Structure: -
Organizing is the management function that involves the process of determining
what task are to be done, who is to do them, how the task are to be grouped who reports
to whom and where decisions are to be made. Organizing is the process of creating an
organization’s structure. Organizational structure is the formal framework by which job
task are divided, grouped and coordinated.
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The policy direction and overall management of the Bank is vested upon the
Board of Directors consisting of six members. The Government of the People’s Republic
of Bangladesh appoints the Chairman and Members of the Board. Managing Director, the
Chief Executive of the Bank, is one of the members of the Board of Directors.
Deputy Managing Director and General Managers assist managing Director. The
Bank has 8 Circle Offices, 30 Divisions and Units in Head Office, 54 Zonal Offices, and
872 Branches including 10 Corporate and 30 AD (Authorized Dealer) Branches. The
Corporate and AD Branches are authorized to deal in Foreign Exchange Business. It has
about 12500 employees in the entire organization.
Head Office Divisions are headed by Deputy General Managers and controlled by
designated General Managers. General Managers and the Zonal Offices by Deputy
General Managers or Assistant General Managers, depending on size and importance of
the Zones from the commercial point of view, head the Circle Offices. Deputy General
Managers or Assistant General Managers heads the Corporate Branches and AD
Branches.
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It can also be considered as partly regional because some management functions
are divided on the basis of territory. Each regional circle conducts same activities
generally that are decided but in some situation head of the regional office takes
decisions. So we can perceive that it has traditional structural design.
Moreover, it has clear chain of command where the level of authority goes from
top to bottom and very much centralized.
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HR Department
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b) Job Specification – A list of job’s “human requirements” that is, the
requisite education, skills, personality, and so on – another product of Job Analysis. They
also make job specification hire the right people at the right place.
The Personnel planning is the first step in the Recruitment and selection
process. First of all the manager has to decide which positions have to filled by personnel
planning and forecasting. After that the Recruitment process is much formed and long-
term process first of all the department head decide to recruit employees if needed. But it
totally depends on his activities. Mainly it is the process of locating, identifying and
attracting capable applicants.
Human Identification
Resource Recruitment Selection & Selection
Planning s of Competent
Employees
De-recruitment
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Performance Compensation Career Competent &
Management & Benefits Development High-
performing
Employees
Till 1985 Agrani Bank employed people through Bangladesh Cadre Service
(BCS) exam. But now the bank has new recruitment procedure. Agrani Bank recruits the
employees in two ways: -
In the both cases they published circular in the newspapers and invite application
from the citizen of Bangladesh. Their obligation is minimum graduation, having at least
one 1st division and no 3rd class is allowed in any public examination. The maximum age
of the applicant will not exceed thirty years.
The employee selection procedures of Agrani Bank are similar with the other
Government organization. They select the employees by the following way:
Written test
Interview
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Medical fitness
Police verification
Orientating: -
After the selecting procedure, Agrani bank arranges orientation program for the
new employees to give them fundamental idea about the organization. After the
orientation program Agrani Bank organizes different training programs for the new
employees.
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Training and Development activities
Training Plan
After the training need assessment Agrani Bank plan the training program. They
determine where training might take place and other things.
First bank see the availability of the training course with Agrani Bank’s own institute
ABTI. If required training facility is available at their own institute bank send the
employees to their own institution for training. Again if training facility is not
available at there own institution bank search availability with outside organization.
Now the plan is how the training can be conducted in a cost effective way. Then
training is planned for a specific year.
Training design
After training plan is defined bank design the training program. The major
elements of training program design are:
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Needs analysis
Learner analysis
Setting objectives
Designing the training curriculum
Selection of training and development methods
Selection of training and development media
Evaluation
Agrani Bank follows all the elements while designing training program. Bank first
analyze the training needs then decide the learner. The objectives of the training program
of Agrani Bank are very much specified. Evaluation is based on the written exam and
often practical exam. A sample of training program design is attached in the appendix of
the report.
Training: -
The procedure of attracting the best talent and making them better, this bank
believes that the most important assets are people. When the new employees join in the
bank they may not have accurate idea about of their job. They need some training to work
properly in his position. Not only the new employees but also old employees send for
different kinds of training. To work in this bank they should know some computer
literacy, remittance, foreign exchange and some knowledge about corresponding banking.
Agrani Bank sends the employees to ABTI, BIBM, their computer division and
sometimes abroad.
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ABTI was established in December 1976. Since 1977 to 2005, in the last 29 years
they provide training the employees of Agrani Bank. This training institute’s activity
is concerned with training of the different categories of officers and staffs of the bank.
Agrani Bank can send maximum two hundreds employees to ABTI for the training on
different issues.
3.Other institutes:
Agrani Bank often sends the employees to other institute for training. They send
them to the computer division for computer training. Sometimes they send them some
private institution and private universities for training purpose and the bank bear all the
expenses. Other banks like Standard Chartered Bank, American Express Bank arranged
seminar& training and the employees participate there. Every year the employees are
going to abroad for training and to attend some seminar. In this way Agrani Bank trained
his employees to perform their job efficiently.
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Training Process(s)
b) Arranging logistic support for the trainees such as; course materials, media
equipments, refreshments, lunch, contacting guest speakers, circulating course circulars
and arranging participants and so on.
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3. Selection of the participants for the course and submitting a list of participants to
personnel division for notification of the respective participants to attend the course.
4. Preparation of course timetable.
5. Selection and intimation of the speakers / lectures for the course in hand.
6. Selection of the Course Co-ordination and conducting the course.
7. Examining the scripts of the course participants and preparation of evaluation sheet.
8. Conducting course at Zonal Head Quarters.
9. Organizing seminars, symposia and various other programs leading to Human
Resource development.
Agrani Bank provides a lot of courses in their training process. A sample is given below-
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General Courses:
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10 Branch Management Officer to SPO 1 Week 2
11 Human Relations & Officer to SPO 1 Week 2
Communication
Development
Total 24
Computer Courses:
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7 Computer: Its use in SPO / PO 2 Weeks 1
Agrani Bank (Out of Dhaka) (12 Work days)
8 Computer: Branch Branch Manager 6 Days 2
Banking Software / Officer
Implementation & (In Dhaka)
Direction
9 Computer: Branch Branch Manager 3 Days 4
Banking Software / Officer
Implementation & (Out of Dhaka)
Direction
10 Computer: Branch Clerk 3 Days 3
Banking Software (Out of Dhaka)
Implementation &
Direction
Total 26
Workshops:
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Remittance
5 Floating Rate of Foreign Exchange 1 Day 1
Exchange related Officer
6 Way of Prevention and Related Officer 1 Day 2
Reduction of Demand
Loan
7 Rules and ways of Manager/Officer/Staff 1 Day 1
collecting Utility Bill
within the same Branch
Total 23
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