An Internship Report On

Employee job satisfaction with compensation of jamuna bank limited

(munshiganj sme krishi branch)

Prepared for:

Nazma Akhter
Supervisor

Lecturer

Department Of business Administration

Notre Dame University Of Bangladesh

Prepared by:

Imam Hossain Mishor

ID: 6-16010128

Department Of business Administration

Notre Dame University Of Bangladesh

 Notre Dame University Of Bangladesh

Motijheel, Dhaka-1000

https://www.ndub.edu.bd/

Date of submission: 10th april 2020

Letter Of Transmittal
April 10, 2020

Nazma Akhter

Lecturer

Notre Dame University Of Bangladesh, Dhaka.

Subject: Submission of Internship Report on “ Employee Job Satisfaction with compensation of jamuna Bank
Limited”..

Dear Madam,

This is my pleasure to present my internship report entitled “Internship Report On Employee Job Satisfaction
with compensation of Jamuna Bank Limited.” I have conducted my internship program in Jamuna Bank
Limited, (munshiganj sme krishi branch) , under your close supervision. I believe that knowledge and
experience I gathered during the internship period will be helpful in my future professional life. I will be
grateful to you if you accept the report. I will be available for defense on this report any time.

Your support in this regard will be highly appreciated. Thanking you for your time and kind considerations.

Sincerely yours,

____________

Imam Hossain Mishor

ID – 6-16010128

BBA, Internship Semester

Notre Dame University Of Bangladesh

Preface
There is great difference between the theoretical and practical affairs. To justify the theoretical knowledge
practical orientation is greater importance internship program bringing the students close to the practical
world.

The internship program has given me an immense opportunity to maximize theoretical and practical
knowledge. As a BBA student it is my great privilege to enter into this kind of internship program. In this
report, I have tried my best to make the study successful for which I have been assigned. I am confessing
some important information’s may be missing here but I have tried to place authentic and realistic
information in this report.

Certificate Of supervisor
This is to certify that, the report entitled “Effects of promotion system on employee job satisfaction of Jamuna
Bank Limited.” on (Munshiganj SME Krishi Branch), done by Md. Imam Hossain Mishor, bearing ID: (6-
16010128) as a partial fulfillment of “Bachelor Of Business Administration” from BBA Department, Notre
Dame University Of Bangladesh. This report has been complete as an internship program under my
supervision. The content of this report is prepared by himself from his short working experience in Jamuna
Bank Limited at (Munshiganj SME Krishi Branch). I have found his hardworking and sincere throughout the
internship period. Wishing him all the best for the future.

____________

Nazma Akhter

Supervisor

Lecturer

BBA Department
Faculty Of Business Studies

Notre Dame University Of Bangladesh

STUDENT’S DECLARATION
I am Md. Imam Hossain Mishor, the student of Bachelor of Business Administration double major in Human
Resource Management and accounting ID: 6-16010128,I would like to somberly declaration that the
internship report on “Employee Job Satisfaction with compensation of Jamuna Bank Limited: munshiganj
sme krishi Branch” has been authentically prepared by me. While preparing this report, I didn‟t breach any
copyright act intentionally. I am further declaring that I didn’t submit this report anywhere for awarding any
degree, diploma or certificate.

I also confirm that the report is only prepared to my academic requirement not for any other purposes. It will
not be used with the interest of opposite party of jamuna Bank Limited.

Sincerely Yours,

____________

Md. Imam Hossain Mishor

ID: 6-16010128

Department Of Business Administration

Notre Dame University Of Bangladesh

Motijheel, Dhaka

Acknowledgement
Praise to Allah, the most magnificent and the most merciful, for granting me the opportunity to
complete the BBA program and therefore this report. Then I would like to take the opportunity to
express my gratitude to my honorable teacher Nazma Akhter, Lecturer, Notre Dame University Of
Bangladesh to provide guideline and opportunity to complete the report as a supervisor.

I like to express my thanks and deepest gratitude to Jamuna Bank Limited for giving me
opportunity, appointment and lastly certification for the internship program that I have completed.
I also want to acknowledge the guidance of the Manager and all officers and staffs of JBL (C
Branch), who spread their valuable time for me. I will never forget their kind and friendly behavior.

I am really thankful to branch Manager Mr. and Mr. Nuzmul Islam, munshiganj sme krishi Branch
who helped me to complete this report. I got full support from all staffs of the JBL (Munshiganj SME
Krishi Branch) especially I express my gratitude towards Mrs. Asiya khatun, Mrs morsheda and Mrs
nipa akter who gives all the support that I need to prepare the report.

I like to express my thanks and deepest gratitude to Mr. Nazmul Hassan ( Executive Officer) Md.
Arshad Hossain (AGM) for his cordial behavior and help.

Executive Summary
This is the internship report based on the three month long internship program that I had successfully
completed in Jamuna Bank Limited under JBL Department from 10.01.2020 to 11.02.2020 as a requirement of
my BBA program on Department of Business Studies, Notre Dame University Of Bangladesh. As being
completely new to practical, corporate world setting, every hour spent in the HRD gave me some amount of
experience all the time all of which cannot be explained in words. But nevertheless, they were all useful for
my career.

Though I worked in JBL Department but for project work I had also an opportunity to take information and
know In HRD how to keep employees motivated as well as how to control insubordinations, Employee Job
satisfaction with compensation , how to lead etc. This report based on Jamuna Bank Limited with
Compensation, Pay and Benefits and HR Administration. Jamuna Bank has a rich Human Resource
Department. It maintains the organizational responsibilities successfully. The HR team of Jamuna Bank is
completely organized and well reputed team.

My personal views about the HRD, my value addition to the HRD are also included in the report. With limited
knowledge and experience I tried my best to make this report as much understandable as possible and
translated the real world experience into a document. The various boundaries to process improvement and
maintaining ethical standards in a corporate environment have also been experienced. But even so, how
those policies and practices are In-Line with the corporate strategy are discussed in this report. Before
drawing any conclusion based on this report it may be noted that the report was prepared in a very short
term and there is lack in data. But still the report may be useful for designing any further study to evaluate the
HR facilities provided by the banks.
 Table Of Content

Chapter Pg No

 Letter Of Transmittal  Pg No - 2

 Preface  Pg No – 3

 Certificate Of supervisor  Pg No – 3

 Student’s Declaration  Pg No - 4

 Acknowledgement  Pg No - 4
 Executive Summary  Pg No - 4
Chapter Pg No

1 Organization  Pg no (1-5)

 Abstract  Pg no - 1

 Introduction  Pg no - 1

 History  Pg no - 2

 Product/service offerings  Pg no - 3

 Operational Network Organogaram  Pg no - 4

Of Jamuna Bank

 Vision  Pg no - 5

 Mission  Pg no - 5

 Objective  Pg no - 6

02 Job  Pg no (6- 11)

 Job Description  Pg no - 6

 Specific Responsibilities of the Job  Pg no – 7

 Different aspect of job performance  Pg no – 7

 Observation  Pg no – (8-9)

 Recommendation  Pg no – (9- 10 )

 Pg no – 11
03. Description of the Project

 Objective of the Project  Pg no – 12

 Methodology  Pg no – (12- 13)

 Limitation  Pg no - (13 -14 )

Main body of the Project  Pg no – (14 -15)

 Organizational Practice  Pg no – (15 – 17 )

Finding and Analysis

 Questionnaire On  Pg no – 17

 Compensation, pay and benefit on  Pg no – ( 17 – 25)

Jamuna Bank

 Overview of Mutual Trust Bank  Pg no – 26

 Compensation, pay and benefit on

Mutual Trust Bank  Pg no – (26 -32)

 Overview of Premier Bank  Pg no – (32-33)

 Compensation, pay and benefit on Premier

Bank  Pg no – (34- 36 )

 The Comparison of Jamuna Bank, Mutual

Trust Bank and Premier Bank  Pg no – (37 – 44)

 Mejor Findings Of The Study  Pg no - 45

 Conclusion & Recommendation  Pg no - 45

 References  Pg no - 45

 Pg no - 46
Chapter 1
The organization:
Abstract: Modern Banking is an outcome development driven by changing financial
activities and lifestyle. It offers‐the widest range of financial services‐specially credit, savings, and
payment services and performs the widest range of financial functions of any business firm in the
economy. By definition, bank collects deposits from the money holders and invests the accumulated
saving of the depositors in the form of credit and other financial services to the clients. At one hand
the bank pays interest at a higher rate from borrowers to Realize profit. So, we find that money works
both as the input and output of the banking industry. The important feature of banking operation is to
earn a good image of trustworthiness to deal with money of the depositors. Jamuna Bank is one of the
recognized banks in our country. Commercial banks are one of the key contributors in the economy of
developing countries. The act as financial intermediaries by performing of mobilizing the funds for
one group and leading the same to another while making a reasonable amount of profit after meeting
the cost of fund. Banking sector in Bangladesh has been pursuing the policy of expansion and growth
of branches. People and the government itself are very much dependent on the services provided by
the 55 banks in the financial markets. To know how well commercial banks perform actually. The
banking practice of conventional banking and Islamic banking is highly different from the concept.
The report is beginning introduced Introduction chapter. Then this report shows the banking sector in
Bangladesh. After that, the report representsJamuna Bank Ltd. Which shows the organizational
chapter, the establishment, mission, vision, objectives, the next chapter shows main part of the report
Training and development ofJamuna Bank. The last chapter shows findings of the study,
Recommendations, conclusion and reference

Introduction: The internship report titled “Compensation practice and Benefits in

Banking Industries” is submitted of the Bachelor of Business Administration program of
University .The purpose of this internship report is to learn how to conduct a professional
research by exploring practically in banking sector. The topic was assigned by my internship
supervisor Lecturer Sohana Wadud, Department of Business Administration. It comprises the
relationship analyst that private sector banks of Bangladesh in the compensation & employee
satisfaction. Bank is very old institution that is contributing toward the development of any
economy and is treated as an important service industry in the modern world. Economic history
shows that development has started everywhere with the banking system and its contribution
towards financial development of a country is the highest in the initial stage. Modern banks play
 an important part in promoting economic development of a country.

Bank provides necessary funds for executing various programs in the process of economic
development .they collect savings from large masses of people scattered throughout the country,
which in the absence of banks would have remained ideal and unproductive, these scattered
amounts are collected, pooled together and made available to commerce and industry for meeting
the financial requirement.

Bank plays a vital role in the economy by providing means of payment and mobilizing resources.
Bank is the most important financial institution in the economic development of a country
depends on the development of banking sector. Today’s modern banks are not only providing
traditional banking but also expanding the many financial services. In today’s world the life of
the people directly are within the arena of banking whether conventional or Islamic banking is
not a newer concept in Bangladesh as it has started its operation since 1983, very few people are
aware about its operation. But things are changing. Islamic banking is also getting popularity in
the country.

Internship program essential for every student, especially for the students of Business
Administration, which helps them to know the real life situation, for this reason a student takes
the internship program at the last stage of the bachelor’s degree, to launch a career with some
practical experience. Against this backdrop, I have competed my three months internship in the
Jamuna Bank Ltd., Gulshan 1,Branch ,Dhaka , which has helped me a lot to understand the real
life situation of banking business.

History:

Jamuna Bank Limited is a private commercial bank in Bangladesh. It was established on June 3,
2001. Jamuna Bank has now in total of 97 branches as on April, 2015. Jamuna Bank Limited
(JBL) is a Banking Company registered under the Companies Act, 1994 of Bangladesh with its
Head Office currently at Hadi Mansion, 2, Dilkusha C/A, Dhaka-1000, and Bangladesh. The
Bank started its operation from 3 June 2001.

The Bank provides all types of support to trade, commerce, industry and overall business of the
country. JBL's finances are also available for the entrepreneurs to set up new ventures and
BMRE of existing industrial units. Jamuna Bank Ltd., the only Bengali named 3rd generation
private commercial bank, was established by a group of local entrepreneurs who are in the field
of trade, commerce, industry and business of the country.

The Bank offers both conventional and Islamic banking through designated branches. The Bank
is being managed and operated by a team with diversified experience in finance and banking.

At present the Bank has real-time Online banking branches (of both Urban and Rural areas)
network throughout the country having smart IT-backbone. Besides traditional delivery points
the bank has ATMs of its own, sharing with other partner banks and consortium throughout the
country.

Product/ service offerings: JBL is a highly capitalized new generation

bank started its operation with an authorized capital of TK. 390 million as of December 2006
Paid-up capital of Tk. 1072.50 million. As of June 30, 2007, their paid up capital is Tk.
1,072,500.00, share premium is Tk. 85,800,000.00, statutory reserve is Tk. 249,667,430.00 and
profit is Tk. 154,504,076.00.According to December 30,2009 their paid up capital is tk.
3,055,000.00, share premium is tk.95,600,000, statutory reserve is 45,990,500.00 and profit is tk.
300,779,500.00. Their profit reached to 350,100,000 on 30th October.

JBL undertakes all the types of banking transactions to support the development of trade and
commerce in the country. JBL’s services are also available for the entrepreneurs to set up new
ventures and BMRE of industrial units. The bank gives special emphasis on Export, Import,
Trade Finance, SME Finance, Retail Credit and Finance to the Women Entrepreneur. Jamuna
Bank Ltd. the only Bengali named new generation private commercial bank was established by
a group of winning local entrepreneurs conceiving an idea of creating a model banking
institution with different outlook to offer the valued customers, a comprehensive range of
financial services and innovative products for sustainable mutual growth and prosperity. The
sponsors are reputed personalities in the field of trade, commerce and industries.
 The scenario of banking business is changing day by day, so the Bank’s responsibility is to
device strategy and new products to cope with the changing environment. Jamuna Bank Ltd. has
already achieved tremendous progress within only nine years. The bank has already ranked at top
of the quality service providers & is known for its reputation.

Jamuna Bank offers different types of Corporate and Personal Banking Services involving all
segments of the society within the purview of rules and regulations laid down by the Central Bank
and other regulatory authorities. As per the provisions of Bangladesh Bank license, the Bank has
offered initially its shares to public by Pre – IPO and subsequently sold shares to the public through
IPO in the year 2004. The shares of the Bank are listed with both Dhaka Stock Exchange Ltd. &
Chittagong Stock Exchange Ltd. JBL has established wide corresponded banking relationship with
local and foreign banks in order to provide services to its clients in respect of international trade.
JBL is attempt to covering major trade and financial interest home and abroad from the starting
time stage.
Operational network Organogram of Jamuna
Bank Ltd:
Vision:

1. To become a leading banking institution and to play a pivotal role in the development of the
country.
2. To stand out as a pioneer banking institution in Bangladesh
3. To contribute significantly to the national economy

Mission:

The bank is committed to satisfying diverse needs of its customers through an array of products
at a competitive price by using appropriate technology and providing timely service so that a
sustainable growth, reasonable return and contribution to the development of the country can be
ensued with a motivated and professional work force.

Jamuna Bank Limited aims to become one of the leading banks in Bangladesh by prudence, flair
and quality of operations in their banking sector. The bank has some mission to achieve the
organization goals. Some of them are follows as:

1. Fast and accurate customer service and Innovative banking at competitive price.

2. High quality financial services with the help of latest technology.

3. Deep commitment to the society and the growth of national economy

4. Attract and retain quality human resource, high standard business ethics

5. Balanced growth strategy, steady return on shareholder’s equity.

Objectives of JBL
 To earn and maintain CAMEL Rating ‘Strong’
 To establish relationship banking and improve service quality through
development of Strategic Marketing Plans.
 To remain one of the best banks in Bangladesh in terms of profitability and
assets quality.
 To introduce fully automated systems through integration of information
technology.
 To ensure an adequate rate of return on investment
 To keep risk position at an acceptable range (including any off balance
sheet risk)
 To maintain adequate liquidity to meet maturing obligations and
commitments.
 To maintain a healthy growth of business with desired image.
 To maintain adequate control systems and transparency in procedures.
 To develop and retain a quality work-force through an effective human
Resources Management System.To ensure optimum utilization of all
available resources
 To pursue an effective system of management by ensuring compliance to
ethical norms, transparency and accountability at all levels.
Chapter 2
Job Description:

I have worked JBL intern in three month at foreign exchange department. Foreign Exchange
department is international department of the bank. It deals globally. It facilitates international
trade through its various modes of services. It bridges between importers and exporters. If the
branch is authorized dealer in foreign exchange market it can remit foreign exchange from local
country to foreign country.

For providing better service in foreign trade JBL established correspondent relationship many
foreign Banks. Foreign Exchange department of JBL is divided into three sections:

 Import
 Export
 Foreign Remittance

Import financing:

The most important method of import is -financing International trade take place between sellers
and buyers located in different countries. The parties to a trade transaction are not always known
to each other. Even if they are known to each other the seller may not have full confidence in the
carried worthiness of the buyer or the buyer may not like to pay before he actually receives the
goods. In letter of credit the banker’s credit worthiness is substituted for the credit worthiness of
the importer. Under a bank- cards letter of credit, the issuing bank gives a written undertaking on
behalf of the buyer that the bank will honor the obligation of payment or expectance as the case
may be on presentation of stipulated documents. As the request of the importers bank issue the
letter of credit at a merging by the govt. instruction. Bail: does not generally issue the letter of
credit less than 50% margin. JBL follow the margin prescribed by the government strictly
 Specific responsibilities of the job: As an internee I have
performed numerous activities. My main task was to assist officers and in every aspects of their
daily work. It includes every activity that the officials performed like computer posting,
document analysis etc.

1. Computer posting of transactions

2. Sorting of cheque according to serial number
3. Maintaining different registers
4. Filing different L/C related documents
5. Matching month wise L/C and Bills transaction value between server and register
6. Filling up EXP and IMP forms
7. Editing of L/C issue statement
8. Endorsement of different papers
9. Entry of cheque and deposits slips number and amount in the registers and give the serial
number to those slips

Different aspects of job performance: Within three months I

have learned lot of banking activities in banking sector. My supervisor and my other colleagues
also helped me to lot. Employees were very helpful and encouraged me to do activities.
Observation:

1. Due to regulations and policies of the country, there are great differences in the
documentary requirements of export and import LCs in Bangladesh. LCs issued from abroad
i.e. export LC asks for fewer documents than the LCs issued from our country. However,
both import and export LCs, submission of insurance documents are rarely asked for their
requirement to be covered by domestic insurance companies

2. There is shortage of computer in import section. Sometimes the shortage of computer

makes some unfortunate event in that section

3. Lack of skillful manpower in import section

4. Flora On-line banking software is used by JBL Gulshan Branch and this is quite difficult to use
for the employee as the employees are not well trained

5. Foreign exchange department has highly adhered with procedures; rules and regulations
provided by Bangladesh bank but most of the cases the officers are not knowledge about
this regulation and Acts

6. Branch has no any IT expert person as a result they are fully depending on Head Office IT
section and its time consuming when face any computer problem

7. The procedures to open documentary credit are full of hard and fast rules & regulations (as
per Bangladesh bank) but compare to other banks, JBL is very much fasted to open
documentary credit
 8. Internet services are not available and slow internet speed as a result banking activities
hampered
9. In our country, financial problem is a great constraint in foreign trade. JBL is very
conservative for post shipment finance
10. The Bank undertaken strong policy Guideline to regulate and monitor to minimize the
foreign exchange risk due to exposure in currency movement

All of the officers on this department of Gulshan Branch are not having computer facilities,
which are slowing down the activities of foreign exchange department. The most essential is that
vouchers are prepared and different persons do computer posting, which creates confusion and
delay of operation. Another problem is that only some documents and recording procedures done
by computer others are done manually.

Recommendation:

In order to get competitive advantage and to deliver quality service, top level management
should try to modify the service. As an internee of JBL, Banani branch, I have some
recommendations which are given below:
• JBL need to necessary changes in import policy to permit imports to be made
without LC to reduce import cost and subsequently reduce prices on essential
and consumable goods.

• Foreign exchange operations of other banks are more dynamic and less time
consuming. JBL should take some initiative to compete with those banks.

• The faster Internet recording procedures and documents of import keeping

process of in this department must be improved through sequential effort
system and for all type recording of this department should be computerized.

• To arrange more employee in the Import Section for reducing the pressure.

• Employees should be more expert and trained to use the Flora software
 (According to the statement of some employee of JBL who has the experience
to use more than on banking software).
• JBL has to ensure the good networking system between the employees should
use at Service for SWIFT communication.

• JBL must train up for writing import documents to develop electronic banking
system to moderate the service.

• Branch has to ensure at least one IT exporter. JBL should train up their branch
personnel about all sort of information regarding SWIFT and its services.

• JBL should always monitor the performance of its competitors in the field of
foreign trade.

• Customer service should be faster than others banks. For customers

convenience in foreign exchange department of JBL should provide more
personnel to deliver faster services to their honorable customer.

• JBL should focus on their promotional activities.

• They should focus on the marketing aspects to let customers know about their
products and offerings and more promotion should be given to attract new
customers.

• Due to lack of proper knowledge about the operation procedures and services
provided to the customers by SWIFT. Some customers are facing problem, as
they have to wait for certain line to get the service and sometimes personnel
are not being able to operate SWIFT. They are not fully independent of
handling SWIFT. Official training is the solution to this problem.

 Mercantile bank ltd. Primer Bank ltd. Eastern bank ltd, First Security bank ltd,
Mutual trust bank ltd. Dhaka bank ltd. etc. banks are emerging competitions
of Jamuna Bank Ltd. So, JBL should introduce good service and other
qualitative product for that reason they can overcome all other their rivals.

 In terms of import and export they have to increase their work efficiency.
 For maintaining foreign exchange risk management, related verity of training
should be provided to Jamuna bank employees.

 JBL Bank try to build up quality man power having skilled and professional
expertise by established its own Training institute at Head office.
Chapter 3
Project:

Broad Objective:

The main objective of this report is to analyses the pay structure and benefits of banking sector.
In 2001, our Government gave permit for opening lots of banks like Jamuna Bank, Meghna
bank, One bank, Mutual trust bank, First security bank, Premier Bank etc. I have to compare
Jamuna Bank with two other banks about their compensation and get benefits from bank.

Specific Objective:

 To identify the compensation structure of Jamuna Bank.

 To evaluate the structure of Jamuna Bank and two other bank which open with
together like Mutual trust Bank, Premier bank.
 To compare the benefit of Jamuna Bank and two other banks also.

Metholodology:

Primary data sources:

The following methodology will be followed for the study based on observation and
interpretation. Data sources are scheduled on an informal discussion with officials, company
website and observation while working in different desks.
 Secondary data sources: Secondary data are data collected for some purpose other
than the main facts. Secondary data are quick source of background information. I also collected
information from secondary data sources. The sources are:
 Internet

 Financial statements

 Interview with the HR (Human Resource) personnel

 Previous reports on HR of Jamuna Bank and Premier Bank, Mutual trust Bank.

Limitation:

1. Insufficient information is found from the annual report, company’s website regarding with
my topic.
2. Important publications, prospectus, article etc are not available in the brunch related my
topic of the project.

3. The bank staffs are restricted to disclose about the compensation package

4. Bank is a very busy pecuniary institution; therefore it would be harsh and complicated for
them to give me sufficient time

5. Constant and continuous changes in HR policies is the most problematic issue for me, since
being updated with the most recent decision seemed to be very critical as they were more

confidential than they used to be.

6. Only my experience of three months is not that much enough to describe the policies in
detail since they have more than 14 hundred people working in the organization. Knowing
policies and
 benefits for different level and band seems to be very tough while I was analyzing the issues
within such a short period of time.

7. For recent political issues they have changed so mane HR policies and the minimized their
talent acquisition activities and that actually is not the usual scenario for the company which
unfortunately I had to take into consideration.

8. It was tough to manage the tine to complete the report due to time constrains of the
Interviewees.
9. The branch is too much dependable on Head Office because whenever I asked any question
they were confused and then take information in main branch.

Main Body of the Project:

Compensation: Compensation is a systematic approach to provide extrinsic and

intrinsic benefits, monetary and non monetary benefits to the employees. It is also considered as
measurement how employees are being treated in an organization. Each and every organization
has their own compensation planning where they specify what facilities are going to provide
their employees, how it should be provided and based on what category. Having the theoretical
knowledge of compensation I feel interest to know about the real scenario of compensation
practices and how it is being implemented in an organization of our country. I have selected
Jamuna Bank to know about their compensation system and employee satisfaction. The human
resources policy and procedure manual of Jamuna Bank provides the policies and procedures for
managing and developing staffs. It also provides the guideline will use to administer these
policies with the correct procedure to follow. These policies and procedures are applied to the
employees of Jamuna Bank. It refers to all forms of pay or rewards going to employee and
arising from their employment, and it has two main components. There are direct financial
payments in the form of wages, salaries, incentives, commissions, and bonus and there are
indirect payment in the form of financial benefits like employer- paid insurance and vacations.

16
Reward:

Reward basically provided to the employees of the organization for their good performance. It is
of two types (1) Intrinsic and (2) Extrinsic.

(1) Intrinsic Reward:

It is the personal satisfactions one gets from the job itself. These are self-initiated rewards, such
as having pride in one’s work.

(2) Extrinsic Reward:

It includes money, promotions and benefit. Their common thread is that they are external to the
job and come from outside source, mainly management.

Benefits:

Benefits include mandatory protection programs, pay for time not worked, optional protection
programs, private retirement plans and a wide variety of other services.

Organizational Practice:

Jamuna Bank Limited usually provides more or less the above compensation, reward and
benefits. They provided financial compensation like Basic salary, Bonus, Wages, Incentives and
Non-financial like Housing, Medical, Transportation, Insurance.

Compensation, rewards, benefits:

17
 Pattern of Compensation

Financial Non Financial

Basic salary Housing facilities
Incentives Transportation
Bonus Vacation
Wages Insurance

Pattern of Reward and Benefit

Reward Benefit

Increment (Double/ Triple) Provident firm

Promotion Gratuity

Profit bonus

18
 Finding and Analysis:
Compensation, pay and benefit on Jamuna Bank:

The Bank is committed to follow a fair, competitive and flexible remuneration policy. The Board
is the final authority for approval of this policy and will amend and review the policy on
recommendation of the Managing Director / Management Committee periodically.
The remuneration policy of the bank will cover all persons engaged in permanent service of the
bank.

The different job grades at Jamuna Bank are as follows:

 Managing Director
 Associate Managing Director
 Deputy Managing Director
 Senior Executive Vice President
 Executive Vice President
 Senior Vice President
 Vice President
 Senior Assistant Vice President
 Assistant Vice President
 First Assistant and Vice President
 Senior Executive Officer
 Executive Officer
 First Executive Officer
 Officer
 First Officer
 Assistant Officer

18
Elements of job satisfaction:

I feel, the employees are satisfied with the organization. Based on the following elements of job
satisfaction:

 Bank Profile: The Bank is well reputed and the employees are satisfied with the Organization
and its reputation.
 Authority: The authority of every employee is well defined and distributed.
 Autonomy: Some autonomy among employees has been found in this organization.
 Service Rules: The service rule is not well designed.
 Behavior of Management: Majority of the employees are satisfied with the behavior of the
Management.
 Awareness about Bank Goal: Employees are aware about the bank’s Goal and the goal
regularly reviewed by the Management.
 Style of Management: Style of Management is acceptable by every employee.
 Work Rules: The work rules are well defined in the memorandum of the bank.
 Working Condition: Working condition of the bank is very friendly and employees are
enjoying their work for this reason.
 The Job Itself: Despite some drawback, employees are satisfied with their job.
 Salary/Yearly Increment: Satisfaction regarding salary is high among the senior employees
only. But junior employees showed dissatisfaction regarding this. And Yearly 2 increment is
available in this Bank.
 Transport Facility: The bank does not provide any transport facility but bank provide
transportation cost.
 Medical: Medical allowance is included in the salary.
 Home Rent: House Rent allowance is included in the salary.
 Provident Fund: There is provident fund in the bank.
 Gratuity: There are provisions of provident fund in the bank.
 Promotion Policy: There is structured promotion policy available here. For this reason
employees are satisfied.
 Bonus: Though bank promote employees on time, the employees are provided incentive
bonus and special increments for their performance.
 Security: The employees are satisfied on their job security.
 Technology Support: Technological support by the Bank is moderate.
 Training: Bank cannot provide off the job training facility for the employees and they are not
satisfied in this regard.
The above aspects are very important for employee satisfaction, which is an important path
to achieve customer satisfaction too. The employees want the improvement of the
organization, its technology, its management policy etc.
19
Data Analysis and Interpretation
The data after collection is to be processed and analyzed in accordance with theoutline and down for 
the purpose at the time of developing research plan. Technically speaking, processing implies editing
, coding,classification, tabulationand of collected data so that they are amenable to analysis. The ter
m analysis refers to the computation of certain measures along with searching for pattern groups. 
Thus in the process of analysis, relationshipor difference should be subjected to statistical tests of 
significance to determine with what validity data can be said to indicate any conclusions. The 
analysis of data in a general way involves a number of closely related operations, which are 
performed with purpose of summarizing the collected data and organizing them in such a manner 
that they answer the research questions. In this study the researcher followed above process 
carefully and it is presented in this chapter.Maximum employees of this bank work for more than 
5 years or above. The employees are familiar with the departmental goals as well as organizational
goal. All employees are agreeing to the point that they work well together to solve problems and get 
the job done. Senior level employees are involved in decision making. All employees got training to d
o the job  efficiently and effectively.

Appendix
Acronyms

BBA-Bachelor of Business Administration

M(SME)KB-Munshiganj SME Krishi Branch

HRM-Human Resource Management

HR-Human Resource

HRD-Human Resource Development

JBL-Jamuna Bank Limited

FAGM- First Assistant General Manager

Questionnaire Sample

Dear Respondents,
20
I am Md. Imam Hossain Mishor, A student of BBA program Notre Dame University Of Bangladesh,
conducting a survey on “Effects of promotion system on employee job satisfaction of Jamuna bank
Limited”. The following question are designed to get your valueable opinion regarding the employee
job satisfaction with compensation of your organization. Kindly noted that this is an academic study
and the findings will remain confined within academic interests. No part of this study will be
disclosed. Your kind cooperation will be highly appreciated.

Section-01 Personal Information

1. Name of the Respondent ……………………………………………………………….

2. Age …………………………..
3. Gender:
o Male
o Female

4. Designation

o Assistant General Manager

o Senior executive
o Executive
o Officer
o Staff

5. What do you prefer more in your job?

o Salary
o Recognition
o Security
o Peomotion
o Honour
o Contact
o All of the above

6. In thinking about the verify of tasks your position require, would you say that there are too
many, enough or not enough?

o Too many
o Enough

21
 o Not enough

7. Would you advice a friend to apply for a job at this company?

o Definitely
o Probably
o Not sure
o Probably not
o Definitely not

8. Have you observed or experienced any of the following forms of discrimination on the
promotion system at this company?

o Gender discrimination
o Racial discrimination
o Rural discrimination
o Urban discrimination
o Other discrimination
o None observed

9. What is preferred more in promotion system?

o Experience
o Seniority
o Juniority
o Performance
o Nepotism

22
Employees Job Satisfation with compensation of jamuna bank limited (munshiganj sme krishi 
please trick () your option about the following statements range from Strongly Agree to  
branch) 
Strongly Disagree] 

SL.No  To what extent do you agree with  Strongly  Satisfied  Neutral  Dissastified Strongly  

the following statement:  Satisfied  (2)  (3) 
(4)  Dissastified 
(1)  (5) 

1 I am satisfied with my working 
environment in this company 
2 I am satisfied with the overall job 
security that's are provided from 
my company 

3 The company paid the basic 
salary on time 
4 I am satisfied with my dearness 
allowance 

5 I am satisfied with my house rent 
allowance 
6 I am satisfied with my house loan 
allowance 

7 I am satisfied with my travel 
allowance 

8 The company paid the bonus in 
just time 

9 I am satisfied with my level of 
increment and welfare facilities 

10 The increment increase in the 
correct proportion in every year 
11 The incentive are always given in 
the correct proportion 
23
12 I am satisfied with my city 
compensation allowance 
13 I am satisfied with my skills upg 
allowance 

14 Employer are provided me 
enough insurance coverage 
15 I am satisfied with my career 
advancement opportunities 
16 I am satisfied with the benefits 
(like tea, coffee, biscuit, snake) 
provided by my company 

17 I am satisfied with the other 
benefits offered by my company 
18 I am satisfied with the company 
provident funds facilities 
19 My pay structure and promotions 
are appropriate enough 

20
I am satisfied with the leave 
encashment facility 

21 I am satisfied with the future 
retirement medical benefits 

22 I am satisfied with the pension plan

23 I am satisfied with extrinsic 
rewards 

24 I am satisfied with the rewards 
related to performance 

25 I am satisfied with the reward for 
overtime or any other extra work 

26 I am satisfied with my current job 
because of efficiency compensation
system 

27 I have all the tools and resources I 
need to do my job 

28 I have the proper training and 
development opportunities I need 

24
 to do my job 
29 I am satisfied with my holiday 
provide through my company 
30 I am satisfied with my company 
tour and picnic festival in every 
year 

Salary structure:

Managing Director TK 600000 – TK 800000

Associate Managing Director TK 600000 – TK 700000

Deputy Managing Director TK 500000

Senior Executive Vice President TK 300000

Executive Vice President TK 250000

Senior Vice President TK 200000-TK 220000

Vice President TK150000 –TK 180000

Senior Assistant Vice President TK130000- TK 150000

Assistant Vice President TK 100000 – TK 120000

First Assistant Vice President TK 85000 – TK 90000

Senior Executive Officer TK 75000 – TK 80000

Executive Officer TK 65000- TK 70000

First Executive Officer TK 55000- TK 60000

Officer TK 30000 – TK 35000

First Officer TK 25000-TK 30000

Assistant Officer TK 20000 – TK 25000

25
 Salaries are confidential between the employees concerned and the Management. The salary
ranges for these job grades are reviewed from time to time.
HR Temporary & outsource staff do not have any assigned job grade. The contracts get a
consolidated payment per month and there are no other entitlements applicable except
commission based on job criteria.

Basic Pay

Basic Salary Ranges (BSRs) is commensurate with the job grades and is determined by the
Board on the recommendation of the Managing Director. The Board reviews the BSR at least
once every two/three years.

□ Annual increment: All confirmed staffs get increment each and every year based on their
level.

□ Advance payment: If someone goes outside of office and there is no chance of coming
back within that month he/she will be given advance payment salary

Festival Bonus

All regular and confirmed employees get two bonuses each year. One in Eid-Ul-Fitr and another
during Eid-Ul-Azha only for Muslims and employees of different religion gets that bonus during
their respective religious festival.

Other than the above benefit there is a Provident Fund System, a Gratuity System, Insurance
Policy, Employee Security and Welfare Fund maintained by the Bank.

Regular and confirmed employees can apply for House Building Loan and Car Loan.
 Allowances are also available to only regular and confirmed employees but Car Allowances are
only for the grades above Assistant Vice President (AVP).
There is an annual increment for all regular and confirmed employees on their joining
anniversary.

 Festival Bonus will be paid to all confirmed officers/staff at one month basic salary which
will be reimbursed twice in each calendar year. All confirmed employees would get one
bonus during Eid-ul-Fitre and another one for Muslims during Eid-ul-Azha and for others
based on their respective religious festival.

 Non-confirmed employees will be entitled to get Festival bonus as pro rata basis
depending on his/her joining Date.

 HR Contract & Outsource Staff would get 1 bonus, which is 50% of this gross salary

Pay for time not worked:

Weekly Holiday: Two holidays (Friday & Saturday) per week for the employees of
JAMUNA Bank. Security guards (male) can enjoy one holiday for every 15 working days. That
means they get 2 holidays in a month..

Annual Holiday: According to the published list of leave by main office the annual leave
plan for the employees of JAMUNA Bank is decided. These holidays are basically the
government holidays. It is determined based on government holidays.

Sick Leave: 14 days sick leave with pay is provided to the staffs of JAMUNA each and every
year.

Maternity Leave: JAMUNA provides 6 months with pay maternity leave to its female staffs.
 Extra 6 months non paid maternity leave is also given to the staffs of JBL

Paternity Leave: 7 days paternity leave is given to the all confirmed staffs of JBL at a
stretch. Non confirmed staffs are not eligible to get this leave.

Accidental Leave: Every employee can take this leave due to accident in work place, in case
of hospitalized because of accident or surgery issues. JBL gives 21 days with pay accidental
leave for accidental or surgical issue to its staff. If required more leave, staffs of JBL can take
more days leave but that will be given as without pay. For certain cases authority provides 21
day’s extra leave.

Compulsory leave: Those who work five days in a week they get 5 days compulsory leave in
a year at a stretch.

Extra ordinary leave: It is without pay leave. To get this leave staffs must work for JBL at
least 5 years. Those who work 5 years they are given 1 year extra ordinary leave at a stretch.
Those who work 10 years or more they are given 2 years extra ordinary leave at a stretch.

Gratuity:

The Gratuity Fund is a terminal benefit that an employee receives at the time of
retirement/resignation.

Eligibility: Regular confirmed employees who have completed at least 5 Years continuous
service are entitled to receive Gratuity Benefit.

Security Fund:

The objective of the fund is to provide predetermined monetary benefit against death and
permanent disability of regular confirmed staff to his/her Dependent/Heir/Nominee by the Bank.
All Regular Confirmed employees are eligible to avail this benefit. The fund for this benefit is
created solely with The Bank’s Contribution.
The Bank will contribute Taka 5.00/Thousand on a yearly basis against the last basic salary of
 each eligible employee. (The rate of contribution may be changed subject to the approval of the
board.) The Bank maintains a liability account to manage the fund.
The total amount of benefit will be equal to 36 times of the last basic salary of the employee.

Exclusion from Employee Security Benefit:

Employees will not be eligible for the benefit, if Death or disability is caused by:
- For further injury of Employees with pre-existing degree of disablement.
- Attempted suicide or self-inflicted injury.
- Civil commotion, Assault, homicide or any war like operations
- Making an arrest as an officer of law.
- Committing a felony.
- Racing on wheels.
- Accident while the employee is affected by Alcohol/Drug.
The Board of Directors reserves the power to close fund at any time. At such event the fund shall
be refunded to the Bank

Jamuna Bank Employee’s Provident Fund: The Jamuna Bank employees’ provident
fund requires the employer i.e. Jamuna Bank Limited to contribute to the fund 10% of basic
salary for all regular confirmed employees. Every member of this fund on retirement is provided
with a sum of money as determined by the established rules for the fund on retirement or
resignation from his or her services. A board of trustee is entrusted with the control, management
and investment of the fund.

Contribution:

As stated by the rules, each member contributes a sum equal to 10% of the basic salary each
month that is deducted by the bank at the time of payment. JAMUNA Bank Limited matches the
employee’s contribution with a monthly payment equal to 10% of the basic salary of each
member. Every half year, each member’s account is credited with interest pertinent to the income
earned on the investments from the fund. The sum of money given by the members and the
amount contributed by the bank are credited separately to his/her account in a special ledger kept
by the trustee at the head office of the bank in Dhaka
Payment:

At the time of resignation or retirement, the employee is entitled to receive the employer’s
contribution and the accumulated interest subject to his or her length of membership in the
contributory provident fund.
If the employee has been a member for less than or equal to year then he/she will not be eligible
to receive any of the above mentioned contributions. He/she will only be able to obtain his added
contributions over the period of his membership.
If the duration of membership has been equal to or less than three years then the member will be
entitled to receive 50% of the employer’s contribution and accumulated interest.
If the duration of membership has been more than 3 years then the member will be entitled to
receive 100% of the accumulated interest and employer’s contribution.
In case a member is dismissed due to negligence or incompetence, he or she will be entitled to
receive her/her own contribution along with the accrued interest thereon at the settled interest
rate. The bank’s contribution however may be forfeited and distributed among the members
according to the individual balances of the members.
The same is applicable in case of an employee dismissed from the bank due to misconduct or
fraud. However, for such purposes, only the trustees shall be the sole judge of whether the cause
of dismissal or forced retirement is significant enough or not.

Car Loan Scheme:

The car loan facility is extended to employees of or above the grade PO. The amount of loan that
these employees can take obviously varies according to their respective job grades.
Principal and Senior Principal Officers can take loan amounting to Tk.800, 000
AVP, FAVP, SAVP can file for loan amounting to Tk.10, 00, 000
VP and SVP can file for loan extending up to Tk 14, 00,000
Car Allowances:

Employees of or above the grade of AVP are also provided with car allowances that incorporate
expenses for Fuel, Driver and Maintenance.
AVP, FAVP, SAVP can have an amount of TK.29, 000 allocated as car allowance per month.
The VP and SVP can have an amount of TK.37, 000 allocated as car allowance per month.

Staff Loan:

Staff loan is granted to regular confirmed employees of the bank. The duration of service of the
employee has to be at least a year long. The employee can apply for loan extending up to 5 times
of his/her gross salary at 10 % interest rate.

House Building loan:

Employees who have had a service length of 5 years and above are eligible to apply for house
building loan. A committee will oversee the loan application and monitor the location for house
building the debt burden ration of the employee and other relevant issues. The debt burden ratio
for the employee has to be 50% or below for the loan to be approved. The repayment schedule
for the loan has to be before the retirement of the employee. The interest rate of the loan is 3%.
Termination Benefit:

In case a confirmed employee is asked to resign from his/her services by the relevant authority
without stating any reason, he/she is eligible to receive one month’s notice in writing or one
month’s gross salary as payment. If the employee is duly notified with one month’s notice,
he/she will not be entitled to receive any form of compensation for the termination of services.

Suspension Benefit:

In the event that a report/information about misconduct or fraud is received against an employee,
he/she has to undergo stages of disciplinary proceedings. The employee is presented with charge
sheet and is given 4 days to come up with an explanation. A preliminary enquiry committee is
formed and an enquiry notice is issued that marks the beginning of a proper domestic enquiry. If,
according to the committee’s report, the employee is found guilty he is duly punished. In case the
employee is found not guilty, he/she is retained with due respect. During the period of enquiry,
 the employee may be suspended and will only receive 50% of his basic salary. In case he/she is
proven to be not guilty, then the full amount of salary must be refunded to the employee.

Overview of Mutual Trust Bank

Mutual Trust Bank Limited (MTBL) is one of the leading private sector commercial banks that
started its banking operation in Dhaka on 24th October 1999. It has focused on the established
and emerging markets of Bangladesh. Concentrating hard on the activities of its area of
specialization, MTBL has been able to achieve excellent market standard with competent
customer service. The bank makes pure effort to accomplish its share in community
responsibilities. By means of such measures the bank intends to grow and increase shareholders'
value. Mutual Trust Bank pledges to maximize customer satisfaction through services and build
a trusting relationship with customers, which has stood in the test of time for the last 14 years.
The corporate head office is in Gulshan 1 Dhaka. The Bank has 86 branches, 14 SME Branches,
107 ATMs Booth all over Bangladesh. The bank has no overseas branch as on December 2011.
It has one booth which is located at Hazrat Shahjalal International Airport, Dhaka from where
the customer can exchange their money. The bank carries out international business through a
Global Network of Foreign Correspondent Banks. . The total number of employees of the bank is
1200. The management of the bank is vested in 13-member board of directors. The managing
director is its chief executive. The bank conducts all types of commercial banking activities
including foreign exchange business and other financial services. During the first two years of
operations, the bank's main focus was on the delivery of personalized customer services and
expansion of its clientele base.

Salary Strategy: Basically in Mutual Trust Bank salary strategy based on -Job
requirement, employee’s knowledge, skill and ability, employee’s performance and experience
also.
Pay structure:

Managing Director Not Applicable

Senior Executive Vice President Not Applicable
Executive Vice President Not Applicable
Vice President TK 115000
Senior Assistant Vice President TK 110000
Assistant Vice President TK 96000- TK 104000
First Assistant Vice President TK 90000
Junior Assistant Vice President TK 85000
Senior Officer TK 60000
Officer/Trainee Officer TK 39000-TK42000
Junior Officer TK 30000- TK 35000
Assistant Officer TK 26000-TK 28000
Salary and benefits

 Salary is termed “Gross Salary” divided in two parts – Basic Salary (60%) and Allowances
(House Rent - 30%, Medical allowance – 5% and conveyance Allowances – 5%) which is
40% of Gross salary), it shall be paid to the employee at the time of salary payment.
 Except for casual employees, every employee, every other regular employee will be
compensated for services rendered to the MTB in relation to his / her Grade / Step
position.
 Payment should be made in local currency for all national employees.
 Salary shall be made within seven (07) working days of the following months unless any
severe case will be raised.
 6 days a week and 42 hours per week and standard 26 working days in a months
 Working days (paid days) include MTB holidays and authorized leave days.

The scale of pay and other allowances of officers and employees of the bank are prescribed by
the Competent Authority from time to time. The initial pay of an employee appointed or
promoted to the higher post are ordinarily fixed at the initial stage of the scale of pay of the post
to which he promoted or appointed. President and Managing Director to Banking Officer the

salary breaks down are Basic pay, House Rent Ceiling, Conveyance Allowance, Medical
Allowance and Entertainment Allowance. Here House Rent Ceiling is 54%, Conveyance
Allowance is 26%, Medical Allowance is 10% and Entertainment Allowance is 10% of basic
salary. Tellers and Trainee Officers are got Consolidated Salary only, because they are on
provision period. Top level Officers from President and Managing Director to First Assistant
Vice President (FAVP) got extra charges like House Maintenance, Utilities and Car
Maintenance. Deputy Managing Director (DMD) and Senior Executive Vice President (SEVP)
got Electricity, Gas, Telephone and Domestic Aids also. President and Managing Director to
Executive Vice President (EVP) got direct car from the bank. From Senior Vice President (SVP)
to First Assistant Vice President (FAVP) got Car Loan facility. And President and Managing
Director to First Assistant Vice President (FAVP) got House Loan also. These loan special for
bank staff only, and the name of these loan are Staff Car Loan, Staff House Building Loan. The
 bank takes only 7% interest on these loan. Group Insurance facilities will get the entire
confirmed employee. This insurance basically health insurance and will get facilities on only
hospitalization. In this insurance officers and executives will get the benefit of one spouse and
two children.

Kinds of Terminal Benefits:

The following kinds of terminal benefits are allowable to a regular and full-time employee of
the bank. Gratuity Contributory Provident Fund Benevolent Fund

Two types benefit employee get:

 Increment
 Bonus

Annual Increment:

If employee’s service records and Annual Confidential Report (ACR) are satisfactory then the
Competent Authority sanctions the increment on the salary. The percentage of salary increment
is not fixed; it varies on Competent Authority decision. If the service records and Annual
Confidential Report (ACR) are not satisfactory of an employee then the Competent Authority put
him/her on special report for a period not exceeding six months and upon receipt of such report
may sanction the increment either from demonstration or from immediate effect or may defer it
for the whole year If an employee recognized of his/her outstanding and meritorious
performance then the Board may decide to give him/her another special increment in one year
period of time.
Festival Bonus:

Regular employee will be entitled to Festival Bonuses payable on the occasion of Eidul- Azha
and Eid-ul-Fitre. The bonus amount will be the half of his/her salary.

Performance Bonus:

If the bank makes profit, the employees will be entitled to 3% of pre-tax profit as performance
bonus. Fifty percent of such bonus distributed on the basis of basic pay of an employee, and
balance fifty percent on the basis of performance of individual employees. Performance appraisal
for the purpose made on the criterion set by the management time

Cash award: The Competent Authority may grand cash reward to any of its employee
for performance of a work which is occasional in character and innovative or research
and development oriented warranting special merit as to justify the payment of the same.

Rewards for Passing Banking Diploma Examination:

The employee of the who will pass Banking Diploma Part-I Examination in the first chance will
get a cash reward of TK.25, 000 and those who will pass Banking Diploma will pass Banking
Diploma Part-I Examination in the first chance securing highest mark will receive an additional
cash reward of TK.25,000 and those who will pass Banking Diploma Part-II Examination in the
first chance securing highest mark will receive an additional cash reward of TK.50,000. The
cash rewards for Banking Diploma Part-I and Part-II Examination in one more than one setting
will be TK. 10,000 and TK. 20,000 respectively.

Travel allowance and Daily Allowance:

When bank send any employee for training and call any employee for interview then the bank
will give him/her travel allowance and daily allowance. In this case the employee has to claim
his/her allowance with bus/ train/ plane tickets. Human Resource Department will verify the
claim and pay the employee.

37
Promotion:

The criteria for promotion to a specified post usually merit-cum-seniority. A person will be
eligible for promotion if he has the satisfactory records of service, meets the criteria for
promotion, and has clear recommendation for promotion in his/her ACR. If there is any
departmental proceeding in underway against him/her or any penalty other than censure or
warning has been imposed on him/her within the last three years then the employee will not be
promoted. In terms of every promotion the employee has to face interview board.

Post Eligibility for Promotion:

Officer Two years experience as Junior Officer or one year’s experience as Probationary Officer
selected through competitive test.
Leave Fare Assistant (LFA):

Leave Fare Assistant is the fifteen days leave with one month gross salary amount Payment and
this payment will not count in monthly salary. After one year of confirmation of service every
employee will get this facility for every year. For mental and physical recreation of employee
Mutual Trust Bank provides this facility and this mandatory for an employee. Leave Fare
Assistant is payable to the employees or their nominee(s) who are not in the payroll of the bank
on the date of payment due to retirement/death. With the provision that those who have
completed one full year of service in the Bank before the date of payment will receive entire
amount of LFA and others not completing one full year on the date of payment will receive LFA
proportionate to his/her period of service during the concerned year.

Leave:

Following kinds of leave allowable to employees of the bank:

Earn Leave:

On completion of period of one year of continuous service in the Bank all employees get earned

38
 leave on full pay. The maximum amounts of such leave that may be accumulate four months.

Disability Leave:

Disability leave may be granted by the Board to an employee who is disabled by injury inflicted
or caused in accident.

Maternity Leave:

Maternity leave may be granted by the competent authority to an employee for a maximum three
months period at a time.

Casual Leave:

Casual leave means a leave of absence for very short period of days, granted to an employee who
may be unable to attend duty due to sudden illness or urgent private/family affairs. On
completion of period of three years of continuous service in the Bank employee may earn study
leave without any pay and allowances, for a period not exceeding two years may be granted by
the Board to an employee to enable him/her to study considered useful for his/her services under
the Bank.

Overview of Premier Bank:

To light up the spirit of 21st century, The Premier Bank limited set off its voyage of success with
a motto “Service First” in 1999 to stand out from the crowd as a distinguished financial service
provider. The motto reflects the Bank’s concern for customers‟ satisfaction, flexibility,
responsiveness and productivity. Service to
39
The Premier Bank Limited is meant not only for clients but also for the community, not only for
gain but also for governance and not only for delivery but to ensure dynamism, discipline and
accountability.

The Premier Bank Limited is incorporated in Bangladesh as banking company on June 10, 1999
under Companies Act.1994. Bangladesh Bank, the central bank of Bangladesh, issued banking
license on June 17, 1999 under Banking Companies Act.1991. The Premier Bank Limited
launched its formal activities of banking business on 26 October, 1999 with an Authorized
Capital of BDT 6000.00 Million and Paid up Capital of BDT 2242.30 Million. The Head Office
of the Premier Bank Limited is located at Banani, one of the fast growing commercial and
business areas of Dhaka city. The Board of the Premier Bank Limited consists of 14 directors
and Dr. H.B.M Iqbal is the honorable Chairman of the Board.The members of the Board of
Directors of the Bank hold very respectable positions in the society. They are from highly
successful group of business and industries in Bangladesh. Out of 14 members one is from
Taiwan. Each member of the Board of director plays a significant role in the socio-economic
domain of the country.
Compensation, Pay and Benefit: It differs based on their designation, performance and
experience. Also performance Evaluation reflects skills & job responsibilities of employees.

40
Pay structure:

Managing Director Not Applicable

Deputy Managing Director Not Applicable
Senior Executive Vice President TK 137000
Senior Vice President TK 126000
Vice President TK 102000
First Vice President TK 85000
Assistance Vice President TK 77000
First Assistance Vice President TK 65000
Senior Executive Officer TK 52000
Executive Officer TK 47000
Senior Officer TK 39800
Management Trainee Officer TK 32000
Officer TK 25000
Junior Officer TK 22000
Trainee Junior Officer TK 19200

41
COMPENSATION SYSTEM DIRECT

COMPENSATION:

 Disability income continuation

 Deferred Income:

From Salary: 10%

From Bank: 10 %

Total Savings for future : 20%

 Health, Accident, Liability protection

 Pay for time, not worked.
o 15 days : Compulsory/Refreshment leave
o 10 days : Casual leave.
o 15 days : Cornet leaves.
o 15 days : Sick leave
o 1 month : Earn leave after 1 year
o Gratuity Income : Work in the Bank

INDIRECT COMPENSATION:

1. Promote constructive social relationship with co-workers:

Employees’ get together : Picnic

2. Enhance dignity & satisfaction from work perform:

PBL encourage employee for their good performance.

3. Allocate sufficient resources to perform work assignment: PBL provide sufficient resource,
available modern technology, and internet support, online support to the employees to do their

42
 work effectively & fast.

4. Offer supportive leadership & Management:

PBL give employee more authority which makes employee responsible. It also increases the
employees’ commitment to their work.

5. Ensure employees physiological health, intellectual growth and emotional maturity. They
provide a safe working environment. They also gave employees training for their development.

6. In PBL employees have sufficient control over the job to meet personal demands. The
Bank gives more freedom and autonomy to its employees

COMPENSATION ACCORDING TO PERFORMANCE APPRAISAL:

Based on Performance Appraisal the compensation / increment of the employees are selected.
PBL gives increment, promotion and other facilities to the employees whose are in better
position according to Performance Appraisal. Again they give demotion to the employees who
are below standard according to Performance Appraisal. If employees have lack of knowledge or
something, then a training program is arranged.

Sometimes better performance employees are awarded by Promotion. Promotion is given after 2
years. The Promotion of the higher executives is maintained by the Promotion Committee Board
but the promotion of the lower executives is maintained by the Branch Management Committee.
Generally promotion of the employees depends on the result of the Performance Appraisal and
high recommendation. Comparing to the standards set PBL has already issued more
compensation program as well as employee benefit programs. PBL should focus on the
employee facilities and Human Resource Policies of their competitors and step by step develop
their Human Resource Policy which will help to develop their manpower skilled as well as
productive. PBL should give emphasis not only in giving the better compensation packages to
their employees but also create a better working environment for the employees.

43
Results and Discussion: If we compare these three banks we can find some same
facilities all banks have or some facilities extra all banks do not have. Every bank has their own
management system and employee get convenience according their job and designation. The
factors are- basic salary range, benefits provided incentives, performance evaluation system,
increment given system and other motivational factors. The objective of this section is to
compare the system of Jamuna Bank, Mutual Trust Bank, Premier Bank.

44
The comparisons are as follows:
Basic Salary Range:

Jamuna Bank Mutual Trust Bank Premier Bank

The Basic starts with The Basic starts with The Basic starts with Trainee
Assistant Officer to Officer Assistant Officer to Senior Junior Officer to Senior
and their salaries ranges is TK Officer salaries range is TK Officer salaries range is TK
20000- TK 35000. TK 55000- 26000 –TK 60000. Also, 19200- TK 39800.TK 47000
TK 80000 for First Executive Junior Assistant Vice –TK 52000 for Executive
Officer to Senior Executive President to Vice President Officer to Senior Executive
Officer. And Also, First salaries range is TK 85000 – Officer. Also, First Assistance
Assistant to Vice President TK 115000 Vice President to Vice
salaries range is TK 85000 – President salaries range is TK
TK 180000 65000 –TK 102000

Benefits:

Jamuna Bank Mutual Trust Bank Premier Banefit

45
All regular and confirmed Their gross salary divided in All regular and confirmed
employees get two bonuses two parts – Basic Salary employees get two bonuses
each year. Car allowances are (60%) and allowances (House each year. From their salary
only for the grades above Rent - 30%, Medical their bank cut extra 20% for
Assistant Vice President. In allowance – 5% and future benefit. Every year they
case a confirmed employee is conveyance allowances – 5%) have a picnic for refreshment

46
asked to resign from his/her which 40% from their salary. from their work. Based on
services by the relevant Top level Officers from Performance Appraisal the
authority without stating any President and Managing compensation of the
reason, he/she is eligible to Director to (FAVP) got extra employees is selected. PBL
receive one month’s notice in charges like House gives increment, promotion
writing or one month’s gross Maintenance, Utilities and Car and other facilities to the
salary as payment. If the Maintenance. r (DMD) and employees whose are in better
employee suspended without (SEVP) got Electricity, Gas, position according to
reason he or she will be Telephone and Domestic Aids Performance Appraisal. Car
received 50% gross salary also. President and Managing allowances are only for the
benefit. If bank send any Director to (EVP) got direct grades above Assistant Vice
employee for training and call car from the bank. Terminal President. If bank send any
any employee for interview benefits are allowable to a employee for training and call
then the bank will give regular and full- any employee for work
him/her travel allowance and time employee of the bank. then the bank will give
daily allowance. If someone Regular employee will be him/her travel allowance and
goes outside of office and entitled to Festival Bonuses daily allowance
there is no chance of coming payable on the occasion of
back within that month he/she Eidul- Azha and Eid-ul-Fitre.
will be given advance The bonus amount will be the
payment salary half of his/her salary. The
employee who will pass
Banking Diploma Part-I
Examination in the
first chance will get cash
reward of TK.25, 000. Those
who will pass
banking Diploma Part-II
Examination in the first
chance securing highest mark
will receive an additional cash
reward of TK.50, 000. The
cash rewards for Banking
Diploma Part-I and Part-II
Examination in one more than
one setting will be TK. 10,000
and TK. 20,000 respectively.
When bank send any
employee for training and call
any employee for interview
then the bank will give
him/her travel allowance and
daily allowance. The
competent Authority may
grand cash reward for
performance of a work which
is occasional in character and
innovative or research and
development
Increment system:

Jamuna Bank Mutual Trust Bank Premier Bank

All confirmed staffs get If employee’s service records PBL gives increment,
increment each and every year and Annual Confidential promotion and other facilities
based on their level. Report (ACR) are to the employees whose are in
satisfactory then the better position according to
Competent Authority Performance Appraisal
sanctions the increment on the
salary. The percentage
of salary increment is not
fixed; it varies on competent
Authority decision

Provident Fund:

Jamuna Bank Mutual Trust Bank Premier Bank

Jamuna Bank Limited to MTB also contribute to the Premier Bank contributes to
contribute to the fund 10% of fund 10% of basic salary for the fund 10% of basic salary
basic salary for all regular all regular confirmed for all regular confirmed
confirmed employees employees employees.
Gratuity system:

Jamuna Bank Mutual Trust Bank Premier Bank

Regular confirmed employees Confirmed employees who It depends on how many year
who have completed at least 5 have completed their 3-4 they are working then they
Years continuous service are Years continuous service are decide about gratuity benefit.
entitled to receive Gratuity entitled to receive Gratuity
Benefit Benefit

Promotion:

Jamuna Bank Mutual Trust Bank Premier Bank

In every promotion they have Every promotion the Sometimes better performance
to give an examination. After employee has to face employees are awarded by
pass the examination they will interview board. A person will Promotion. Promotion is given
have to face interview then be eligible for promotion if he after 2 years. The Promotion
they will get promotion. has the satisfactory records of of the higher executives is
service, meets the criteria for maintained by the Promotion
promotion. In terms of every Committee Board but the
promotion the employee has to promotion of the lower
face interview board.Officer executives is maintained by
Two years experience as the Branch Management
Junior Officer or one year’s Committee. Generally
experience as Probationary promotion of the employees
Officer selected through depends on the result of the
competitive test Performance Appraisal and
high recommendation.
Loan facility:

Jamuna Bank Mutual Trust Bank Premier Bank

The car loan facility is From Senior Vice President Staff loan is granted to regular
extended to employees of or (SVP) to First Assistant Vice confirmed employees of the
above the grade PO. The President (FAVP) got Car bank. The duration of
amount of loan that these Loan facility. And President service
of the employee has to be at
employees can take obviously and Managing Director to least a year long of his/her
varies according to their First Assistant Vice President gross salary at 10 % interest
respective job grades. (FAVP) got House Loan also. rate. From Senior Vice
Principal and Senior Principal These loan special for bank President (SVP) to First
Officers can take staff only, and the name of Assistant Vice
loan amounting to these loan are Staff Car Loan, President (FAVP) got Car
Tk.800, 000 AVP, FAVP, Staff House Building Loan. Loan facility and President
SAVP can file for loan The bank takes only 7% and Managing Director to First
amounting to Tk.10, 00, 000 interest on these loan. Group Assistant Vice President
VP and SVP can file for loan Insurance facilities will get the (FAVP) got House Loan also.
extending up to Tk14, 00,000. entire confirmed employee. They take 7% to 10% loan
Staff loan is granted to regular This insurance basically health interest according their Grade.
confirmed employees of the insurance and will get
bank. The duration of service facilities on only
of the employee has to be at hospitalization. In this
least a year long. The insurance officers and
employee can apply for loan executives will get the benefit
extending up to 5 times of of one spouse and two
his/her gross salary at 10 % children.
interest rate. Employees who
have had a service length of 5
years and above are eligible to
apply for house building loan
and the interest rate is 5%.
Leave:
Jamuna Bank
Two holidays (Friday &
Saturday) per week for the
employees of JBL. 14 days
sick leave with pay is
provided to the staffs of JBL
each and every year.
JAMUNA provides 6 months
with pay maternity leave to its
female staffs. Extra 6 months
non paid maternity leave is
also given to the staffs of JBL.
7 days paternity leave is given
to the all confirmed staffs of
JBL at a stretch. Every
employee can take this leave
due to accident in work place,
in case of hospitalized because
of accident or surgery issues.
JBL gives 21 days with pay
accidental leave. Those who
work five days in a week they
get 5 days compulsory leave
in a year at a stretch.
Mutual Trust Bank
Two holidays (Friday &
Saturday) per week for the
employees of MTB. One year
of continuous service in the
Bank all employees get earned
leave on full pay. Disability
leave may be granted by the
Board to an employee who is
disabled by injury inflicted or
caused in accident. Maternity
leave may be granted by the
competent authority to an
employee for a maximum
three months period at a time.
Casual leave means a leave of
absence for very short period
of days, granted to
an employee who may be
unable to attend duty due to
sudden illness or urgent
private/family affairs. If an
employee to enable him/her
to study considered useful for
his/her services under the
Bank he/she may grant for
casual leave
Premier Bank
Two holidays (Friday &
Saturday) per week for the
employees of PBL. One year
of continuous service in the
Bank all employees get leave
on full pay 15 days
for Compulsory/Refreshment
leave and 10 days for Casual
leave. Also, 15 days Cornet
leave and 15 days for Sick
leave. They get 1 month
earn leave after 1 year.
Maternity leave may be
granted by the competent
authority to an employee for
a maximum six months period
at a time.
Major Findings & Of The Study
From the findings of the previous chapter I have tried to find out the heart of the study and The necessary
steps are recommended below:

1. Salary is the primary and most important factor for satisfaction. It should be high enough to maintain the
living standard of employees. The authority should consider that salary structure and benefits should be
reasonable and comparable with that of other banks and /or other similar institutions.

2. All the superiors at each level should be cordial and friendly to their subordinates.

3. Jamuna Bank Ltd. should ensure the overall job security to the employee by a contract sign.

4. Jamuna Bank Ltd. should give more attention to personal accomplishment and recognition of the employee
to increase the level of job satisfaction.

5. Jamuna Bank Ltd. can give attention to the office decoration so that employee can stay with comfort and
relax to work there as a place.

6. Managers should concern about the facility and demand of junior level of employees rather than selective
officers by removing biasness.

7. Management assures their employees that they have rights to take their decisions related their work areas
independently and can choose their own method of working.

8. The scope of promotion should be increased otherwise turnover rate will be increased.

9. They should also arrange award ceremonies to find out the most talented, honest, sincere person in the
institution and appreciate him or her for his outstanding performances.

10. The compensation should increase so that they can match with their responsibility.

11. Since they don’t pay proper compensation they should facilitate benefits so that fewer compensation is a
least bother to employees.

12. Supervisor should provide a clear feedback to all.

13. Job description should be redesigned so that the employees get the opportunity to apply their talents and
expertise.

14. The bank should have a transparent standing policy for promotion of employees so that an officer not
getting promotion can clearly understand the causes behind it and may devote him to be fit for promotion. So
that they can improve their working standard with a competitive attitude to make themselves fit for the
future promotion.

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15. The study determined six areas of job satisfaction of Jamuna Bank Ltd. officers. They are: supervision,
rewards, operating procedure, co-workers, nature of work and communication system. The bank authority
should be careful to maintain this trend, so that the level of job satisfaction can prevail in the minds of
officers.

16. The job should be interesting enough, so that it must create enthusiasm among the employees.

17. Sharing of information among different divisions within the organization should be possible; so that the
employees feel belongingness.

18. There should be provision for different kind of rewards for better performance. It will encourage them to
take responsibility and also will improve their willingness to perform better.

19. Training and development program must be provided to the employees at regular intervals to update
their knowledge and skills.

20. Management should be indentify the weak employees and provide them proper training to develop their
skills.

21. Principal branch is a big branch, but these large numbers of people are operated without any modern HR
operation. So that I recommend at least one HR employee should include in the branch.

22. The Janata Bank Ltd. engaged in employment of young, energetic and experienced employees. Most of
the employee has more than ten year experience. It indicates The JBL has high rate of turnover.

23. Physical working environment of this organization is good as a major portion of employees are satisfied
with it.

24. Employees are not satisfied with the top management because of communication gap and weak
interpersonal relationship.

25. Employees are satisfied with their co-workers as every employee behaves friendly with each other.

26. Most of the employees are satisfied with their subordinates as they are helpful and cooperative but
others are dissatisfied.

27. The organization is following a good policy and practice.

28. Satisfaction level of the employees regarding nature of job is high.

29. Employees have positive view towards the work assigned to them.

30. They provide training facility for their employees to improve their skills and efficiency.

31. Motivating factors applied by the Bank is not good.

32. In the Jamuna Bank Ltd. they have limited career development program for their employees.

33. Most of the employees are satisfied regarding their salary.

42
34. The overall job satisfaction of the organization is good.

Recommendations & Conclusion:

Recommendations:
The study finds that every employee wants to see his or her place in good condition. But the good
condition of his or her largely depends on his or her harmonious relation with the bank. So, it can be
suggested that the banks policies should be made to give equal opportunities for all staffs. It is
realized that financial security from the job really motivates the staff to be more professional and
dedicated to their service. With the practical exposure in Jamuna Bank Ltd. for just twelve weeks,
with little experience in the bank in comparison with vast and complex banking system; it is not so
easy to recommend some suggestion to enhance the performance level of the organization. In spite
of that, some probable solutions were found of the identified problems on the basis of collected
data, observation, expert staff opinion and own knowledge and judgments. To ensure high job
satisfaction among their employees some strategic steps have to be adopted such as:

¬ Identify root causes of dissatisfaction among employees

¬ Conduct benchmark studies of best practices in selected other banks

¬ Develop employee satisfaction measurement systems that can be used corporate wide

¬ Monitor employee satisfaction on regular basis

¬ Treat employees as the primary source to attain competitive advantage

¬ Show concern for total employee well-being

¬ Develop meaningful employee involvement and effective communication channels

¬ Introduce managerial accountability for people management

Given the impact of employee satisfaction on organizational profit, it is critical for organizations to
understand what dimensions of satisfaction need to be monitored and used to develop
accountability, employee satisfaction awareness, and employee oriented work behavior. In this
regard, the suggestion may be the following dimensions:

¬ Accessibility

¬ Communication

¬ Competence
43
¬ Courtesy

¬ Credibility

¬ Reliability

¬ Promotion

¬ Bonus

¬ Responsiveness

¬ Reword

¬insurance

¬ Security

¬ Tangibles

¬ Understanding of the employee

Conclusion:

Compensation and benefits are significant area of human resource management, and also it can
greatly affect employee behavior. To be effective, compensation must be perceived motivate the
employee to work properly in the organization. The outcome of job evaluation is the
development of an internal structure or hierarchical ranking of jobs. In this case, it is tried to
identify the basic differences of the compensation strategies between Jamuna Bank and the other
two banks. If we compare then we found that their some motivational factor of Jamuna Bank that
encourage to do the work and also some lacking. Mutual Trust Bank some areas are more
attractive than Jamuna Bank. On the other hand, Premier Bank does not get more facilities
compare to others. It depends on Human Resource Department where they decide how to satisfy
their employees. There are also motivational factors needed for the career development of the
employees that they can give best performances to the bank.

44
45
References:

https://prezi.com/g5jo_tvkyd6q/jamuna-bank-limited/

http://www.slideshare.net/sukeshgowda/project-report-on-compensation-and-benefits

http://www.assignmentpoint.com/business/human-resource-management/compensation-
management-employee-satisfaction-exim-bank.html

http://www.assignmentpoint.com/business/organizational-behavior/internship-report-compensation-
benefits-package-aci.html

http://www.slideshare.net/MdSamiulIslam1/total-banking-system-of-jamuna-bank-limited

http://www.assignmentpoint.com/business/internship-report-on-human-resource-management-
practices-of-the-premier-bank-ltd.html

http://www.assignmentpoint.com/business/management/project-report-on-human-resource-
management-at-premier bank.html

http://www.assignmentpoint.com/business/human-resource-management/human-resource-
management-at-premier-bank.html

http://www.assignmentpoint.com/business/management/project-report-on-human-resource-
management-at-premier-bank.html