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1 TITLE OF THE STUDY:


Training and Development Processes of Islami Bank Bangladesh Limited.

1.2 INTRODUCTION:
Every organization needs to have well trained and experienced people to perform the activities that have to be done. Training is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It attempts to improve their performance on their current job and prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance, but also which bring about the growth of the personality; help individuals in the progress towards maturity and actualization of their potential capabilities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn promotions and hold greater responsibility. Training a person for a bigger and higher job is development. And this may well include not only imparting specific skills and knowledge but also inculcating certain personality and mental attitudes Training is the main function of HR. To enhance the Corporation's growth and keep the Corporation ready to anticipate all types of competition and face it too, there is a need that Human Resource should play more active role for overall progress of the Corporation. The impact of training program is to mould the employees attitude and help them to synergies individual goals with organizational goals. It also helps in reducing dissatisfaction, complaints, absenteeism and labor turnover.

1.3 BACKGROUND OF THE REPORT:


After completing one hundred and twenty Nine credit (129) hours under the bachelor of Business Administration Curriculum, I was placed by the Business Department at IBBL as part of the Internship Program requirement. This report is prepared for the internship program consisting of a major in depth study of the total banking business of Islami Bank Bangladesh limited. Practical knowledge is fundamental for the application of theoretical intelligence. Bearing this in mind and internship program was being included in the BBA curriculum. The goal of this analysis is to expose the student in the organizational work situation and also to provide an opportunity for applying classroom learning in practice. There are some difference between theories and practice. Internship program is a system by which I can accustom myself with the practical situation through the application of theoretical knowledge into real life; the gap between these two can be bridged up through this internship procedure. As an indispensable part of BBA I was placed in Dhanmondi Branch of IBBL.

1.4 IMPORTANCE OF THE STUDY:


Training is the corner-stone of sound management, for it makes employees more effective and productive. It is actively and intimately connected with all the personnel or managerial activities. It is an integral part of the whole management program, with all its many activities functionally interrelated. There is an ever present need for training men so that new and changed techniques may be taken advantage of and improvements affected in the old methods, which are woefully inefficient. Training is a practical and vital necessity because, apart from the other advantages, it enables employees to develop and rise within the organization, and increase their market value, earning power and job security. It enables management to resolve sources of friction arising from parochialism, to bring home to the employees the fact

that the management is not divisible. It moulds the employees attitudes and helps them to achieve a better co-operation with the company and a greater loyalty to it. Training, moreover, heightens the morale of the employees, for its helps in reducing dissatisfaction, complaints, grievances and absenteeism, reduces the rate of turnover. Further, trained employees make a better and economical use of materials and equipment; therefore, wastage and spoilage are lessened, and the need for constant supervision is reduced.

1.5 ORIGIN OF THE REPORT:


This internship report to as a part of the BBA program in Eastern University. This report is originated as the practical fulfillment of my BBA University. This report is based on an internship program. IBTRA (Islamic Bank Training and Research Academy) arranges this internship program to gather practical knowledge about banking activities. This is followed by practical experiences in the branches of IBBL. Each intern must carry out a specific project, which is assigned by the IBTRA. Consequently a report based on the projects is to be submitted to both the authority of IBTRA and the University. Our topic for this internship report is Training and development processes of IBBL. Hence I was placed in the Dhanmondi Branch of IBBL. degree of Eastern

1.6 OBJECTIVE OF THE REPORT:


The fundamental aim of training is to help the organization achieve its purpose by adding value to its key resource the people it employs. Training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. The particular objectives of training are to:

1.6.1 BROAD OBJECTIVES:


The Broad objectives of this report are to assess the Islamic Banking system and find out the key factors for development of this Bank. And also assess justice in the field of all economic operations is successfully occurring.
To know the overall training situation of the Bank. To know how the Bank develop their employee by training.

1.6.2 SPECIFIQ OBJECTIVES:


To find out what types of training they provide for their new

employee.
To know what types of training they provide for their current

employee.
To know how they develop the competencies of employees and improve their performance

2.1 METHODOLOGY OF THE REPORT:


The Methodology of the report includes direct observation, oral communication with the employees of IBBL, studying files, circulars etc. The report includes both qualitative as well as quantitative data .In this report no hypothesis is considered. In order to the assigned project paper I have collected necessary information from secondary sources.

2.2 SOURCES OF INFORMATION


I have collected data from two sources. These two sources are as following:

2.2.1 The primary sources are:

Direct communication with the employees Exposure on different desk of the bank File study In depth interview

The secondary sources are:


Annual Report of IBBL. Periodicals
Setting the objective

published Bank

by

the Bangladesh

Internet

and

Formal acknowledgement of the project topic

various report. concerned persons

study

Questioning the

Gathering, preparation and analyzing data

Defining the original report contents

Final approval of the report with findings


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Submission of final report

2.3 SCOPE OF THE REPORT:


The present report includes various part of Training and development processes of IBBL that covers the various important areas. Present trend of training and Development policy of IBBL:
Training and development processes

SWOT analysis Organogram of the organization


IBBL training and development processes

Organization profile

2.4 THE PROBLEMS AND OPPORTUNITIES:


This study reviews the problems and opportunities connected to training and development processes in Islami Bank Bangladesh Ltd. Though IBBL follows most of the rules and regulations of standard training programs but still they have some problems with their existing training and development programs. Some of the problems are listed below: They dont have action-learning program. As a result employees dont get scope to increase their project skill and to know about the problems of another department. They dont concentrate on off the job training. We know, off the job training is sometimes more important to know about the job. Review system is not strong enough. As a result it becomes quite difficult to understand how effective the training was. Lack of motivation in the training side. IBBL dont motivate that much while employees took training. They took training just like they are doing their regular jobs. Less scope of developing for the senior employees. Senior employee especially the aged employees dont have sufficient idea about the changing environment of technology.

2.5 LIMITATION OF THE STUDY:


There are some limitations in my study. I faced some problems during the study which are given below:

Lack of time: The time period for this study was very short. I had only one -month is not sufficient time in my hand to complete this report, which was not enough to gain practical knowledge and prepare a report. So, I could not go in depth analysis. Sometimes the officials were busy & were not able to give much time.

Insufficient data: Some essentials information could not be collected due to confidentiality of report.

Insufficient experience: I have no proper experience to do this kind of report. So, inexperience creates obstacle to follow the systematic and logical research methodology.

Other limitations: I was a single person who collected all data. But my opinion is it should be a group study. So it was very much difficult for me to gather all the information.

2.6 DATA COLLECTION TECHNIQUE:


Random sampling method was implemented in data collection: IBBL Face to face discussion Official records Questionnaires IBTRA

2.7

SAMPLE SIZE:

Sample size is 40 respondent or employee of IBBL.

2.8

DATA PROCESSING:
Collected data was processed by computer programs.

3.1 INTRODUCTION:
Bangladesh is one of the largest Muslim countries in the world. The people of this country are deeply committed to Islamic way of life as enshrined in the Holy Qur'an and the Sunnah. Naturally, it remains a deep cry in their hearts to fashion and design their economic lives in accordance with the precepts of Islam. The establishment of Islami Bank Bangladesh Limited on March 13, 1983, is the true reflection of this inner urge of its people, which started functioning with effect from March 30, 1983. This Bank is the first of its kind in Southeast Asia. It is committed to conduct all banking and investment activities on the basis of interest-free profit-loss sharing system. In doing so, it has unveiled a new horizon and ushered in a new silver lining of hope towards materializing a long cherished dream of the people of Bangladesh for doing their banking transactions in line with what is prescribed by Islam. With the active co-operation and participation of Islamic Development Bank (IDB) and some other Islamic banks, financial institutions, government bodies and eminent personalities of the Middle East and the Gulf countries, Islami Bank Bangladesh Limited has by now earned the unique position of a leading private commercial bank in Bangladesh.

3 .2 DEFINATION OF ISLAM IBANK:


Islamic banking refers to a system of banking or banking activity that is consistent with the principles of Islamic law (Sharia) and its practical application through the development of Islamic economics. Sharia prohibits the payment or acceptance of interest fees for the lending and accepting of money respectively, (Riba, usury) for specific terms, as well as investing in businesses that provide goods or services considered contrary to its principles (Haraam, forbidden). While these principles were used as the basis for a flourishing economy in earlier times, it is only in the late 20th century that a number of Islamic banks were formed to apply these principles to private or semi-private commercial institutions within the Muslim community. "An Islamic Bank is a financial institution whose statutes, rules and procedures expressly state its commitment to the principles of Islamic Shariah and to the banning of the receipt and payment of interest on any of its operations" - OIC

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Dr. Ziauddin Ahmed'- "Islamic Bank is essentially a normative concept and could be defined as conduct of "banking in consonance with the ethos of the value system of Islam."

3. 3 WHY ISLAMIC BANK?


The objective of Islamic banking is not only to earn profit, but also to do good and welfare to the people. Islam upholds the concept that money, income and property belong to Allah and this wealth is to be used for the good of the society. Islamic banks operate on Islamic principles of profit and loss sharing, strictly avoid interest, which is the root of exploitation and is responsible for large-scale information and unemployment. An Islamic bank is committed to do away with disparity and establish justice in the economy, trade, commerce and industry, build socio-economic infrastructure and create employment opportunities.

3.4 HISTORY & MILESTONE OF IBBL:


In 1974 Bangladesh signed the charter of Islamic Development Bank (IDB) In 1980 Bangladesh Bank made study on the operations of Islamic Banks abroad In 1982 Islamic Development Bank came forward to participate a joint venture Islamic Bank in Bangladesh. In 1983 Islami Bank Bangladesh Limited came into being the first Islamic Bank in the Southeast Asia.

In 1985 IPO & Listing in Dhaka Stock Exchange In 1991 Opening of 50th Branch In 1997 Opening of 100th Branch In 2004 Opening of 150th Branch

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In 2007 Opening of 186th Branch In 2008 Opening of 206th Branch In 2009- Opening of 231th Branch In 2010- Opening of 251th Branch

3.5 OBJECTIVES OF ISLAMI BANKING:


All it's activities are conducted on interest-free system according to Islamic Shariah. Investment is made through different modes permitted under Islamic Shariah. Investment-income of the Bank is shared with the Mudaraba depositors according to a ratio to ensure a reasonably fair rate of return on their deposits. Its aims are to introduce a welfare-oriented banking system and also to establish equity and justice in the field of all economic activities. It extends Socio-economic and financial services to the poor, helpless and low-income group of the people for their economic upliftment particularly in the rural areas. It plays a vital role in human resource development and employment generation particularly for the unemployed youths. Its aim is to achieve: balanced growth & equitable development of the country through diversified investment operations particularly in the priority sectors and in the less developed areas.

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3.6 COMMITMENTS OF IBBL:


To shariah To the regulators To the shareholders To the community To the customers To the employees To other stakeholders To environment

3.7 CORPORATE MANAGEMENT:


Name of Chairman Name of Managing Director Company secretary Name of CEO : Prof. Abu Naser Muhammad Abduz Zaher : Mohammad Abdul Mannan : Md. Shouquat Ali : MD. Habibur Rahman Bhuiyan, FCA

3.8

QUALITY & INNOVATION:


To conduct all activities in accordance with Islamic Shariah To make financial transaction fully free from interest To establish a welfare-oriented banking system To establish participatory relation between the Bank and client To conduct all activities of investment on Islamic principles and modes To establish justice and equity in business, trade and economics To take different efforts to develop life-style of less-income groups To play a vital role in human development and self-employment and employment generation To serve the customers in excellence with cordiality To coordinate between economic & social development
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To conduct social welfare activities To contribute in achieving the ultimate goal of Islamic economic system

3.9

DISTRIBUTION OF NETWORK: National:


Islamic bank investment portfolio can be diversified and extended for long term financing under Musharaka and Mudaraba. The clients of the Islamic Bank may be equipped with knowledge of Islamic banking through seminars and symposiams. Islamic banks can develop unanimous Shariah Manual or guide lines for day-to-day consultation and clientele motivation. Islamic Banks can expand their network in the rural areas of Bangladesh. The research and development (R&D) for Islamic Economics, Banking and Finance can be geared up. Co-operation among Islamic Banks can be extended throughout the world. Muslim countries, who have established Islamic Banks, if involve with international trade on Islamic principles, that would contribute to grow international transactions under interest-free system. This will further help developing an Islamic Common Market. The Central Banks of the Muslim Countries can help creation of environment for Islamic Banking with more responsibilities. Uniform accounting systems and standards can be developed for providing consistency in accounting treatment of various operations and products of Islamic Banks.
New and innovative products can be designed for financing on profit and loss sharing basis.

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Foreign:
To face the challenges of the 21st century, necessary preparation is being taken from every corner of economics with the progressive forces. Judging from the progress of Islamic economics thus far, it is seemed that we could not develop a complete system of Islamic Economics that could be considered as a viable or better alternative to the prevailing system. Because the 21st century is not going to provide us a similar economic environment like before anymore. With the complete implementation of the World Trade Organisation (WTO) in the year 2003. In efficiencies and low productivity of the Islamic financial institutions will certainly jeopardies their success. Though the theme of Islamic economics is ancient. But its gradual development is found very lately. So, it has various lackings and problems for its development.

IBBL's World rating


As per Bankers' Almanac (January 2001 edition) published by the Reed Business Information, Windsor Court, England, IBBL's world Rank is 1771 among 3000 banks selected by them. This position was 1902 among 4500 selected banks as on January 1999 edition. IBBL's country Rank is 5 among 39 banks as per ratings made by the above Almanac on the basis of IBBL's Financial Statements of the year 2001.

3.10

AWARD AND PRIZES:

International & National Perspective:


IBBL was awarded for several times by international & national organisations. The Global Finance, a reputed London based quarterly magazine, awarded IBBL as the best bank of the country for the year 1999 and 2000. IBBL has got the 2nd prize of National Export Fair for its pavilion of Service Organisation in 1985.

3.11 DEPAREMENTS OF THE BANK:


General Banking Department. Foreign Exchange Department. Investment Department.

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Human Resource Department

3.12 ORGANOGRAM:

BOARD OF DIRECTORS

SHARIAH COUNCIL

BOARDS COMMITTEE
Selection Committee Shariah Implementation Committee Real Estate Committee Standing Committee for Inv. Planning & Implementation Committee to study Audit & Inspection Reports of IBBL. Review Committee. Assignments and Privileges enjoyed/to be enjoyed by the Directors. Accounts Finalisation Committee. EXECUTIVE COMMITTEE

Shariah Department

Islami Bank Foundation


B G C D E F G

ISLAMI BANK FOUNDATION Islami Bank Hospital (3 Nos.) Islami Bank Technical Institute (4 Nos.) Islami Bank Model School & College (1 No.) Monorom(1 No.) (Departmental Store) Islami Bank Cultural Centre (1 No.) Centre for Integrated Development for the Disabled (1 No.) Islami Bank Service Centre (2 Nos.)

2 3

5 6 7

EXECUTIVE PRESIDENT

IBTR A

Board Secretary

D EP
EVP Operati ons Divisio n

MANAGEMENT COMMITTEE

Audit & Inspection Departme nt

EVP Invest ment Divisio n

EVP Internati onal Division

Corporate Branches (3) Nawabp ur Branch Foreign Exchange Branch

Zonal Offices (6) Dhak Chittag Dhaka a ong North South Zone Branc Branc hes Branc hes hes (18) (16) (18) (18) Khuln a Zone Branc hes (18) Bogra Zone Comill a Zone Branc hes

Local Office

Branc hes (20)

(18)

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3.12.1 LEGITIMATE HIERARCHY OF MANAGEMENT:


Board of Directors

Executive Committee

Executive President

Deputy Executive President

Executive Vice President

Senior Vice President

Vice President

Assistant Vice President

Senior Principal Officer

Principal Officer

Senior Officer

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Officer

Assistant Officer, Grade-I

Assistant Officer, Grade-II

Assistant Officer, Grade-III

Other Employees:
1. Senior Assistant 2. Cashier-cum-Assistant
3. Senior Messenger-Cum-Guard/Senior Security Guard/ Senior Go-down

Guard. 4. Messenger-Cum-Guard Grade-I/Security Guard Grade-I


5. Go-down Guard Grade-1.

6. Messenger-Cum-Guard Grade-II/Security Guard Grade-II/


7. Go-down Guard Grade-II.

3.13 MISSION AND VISION OF IBBL:


3.13.1 MISSION:
To conduct interest free banking. To establish Islami Banking through the introduction of a welfare oriented banking system. To ensure equity and justice in the field of all economic activities.

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To achieve balanced growth and equitable development through diversified investment operations particularly in the priority sectors and less developed areas of the country
To encourage socio-economic uplift and financial services to the low income community particularly in the rural areas.

3.13.2 VISION:
Islamic bank vision to always strive to achieve superior financial performance is considered a leading Islamic bank by reputation and performance. To establish and maintain the modern banking techniques, to ensure the soundness and development of the financial system based on Islamic Principles. To become the strong and efficient organization with highly motivated professionals. To encourage savings in the form of direct investment.
To encourage investment particularly in projects which are more likely to lead to higher employment.

3.14 SWOT ANALYSIS OF IBBL


3.14.1 STRENGTHS
Stable Source of finds

Largest portfolio Among PCBS Strong Position Low cost 4Fund Satisfactory Profitability Marginal Capital Adequacy Lack of strong Initiative to Explore Investment Opportunity Through 4Research & Marketing IT & E-Banking Status Does not Match With The Other Banks Scope of Wholesale Banking With NBFIs

3.14.2 WEAKNESSES

3.14.3 OPPORTUNITIES

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Increasing Awareness Of Islami Banking Credit card business

3.14.4 THREATS

Increased Competition In the market For Quality Asset

Supply Gap of Foreign currency

Overall liquidity Crisis of Money market.

3.15 STRATEGIC PERFORMANCE INDICATORS (2006, 2007, 2008, 2009, 2010)


Particulars 2006 2007 2008 2009 2010

Authorized Capital 5000.00 Paid-up Capital Reserves Fund Total Equity Total (Including payable) Gross Total Investments (Including Inv in 113575.07 Share) Gross Import Business Export Business Remittance
96870.00 51133.00 53819.00

5000.00 3801.60 7418.05 14957.74

10000.00 4752.00 9308.49 18572.08

10000.00 6177.60 13927.94 23619.81

10000.00 7413.12 16081.14 28400.03

3456.00 6551.23 10435.96

Deposits bills 132419.40


166325.29 202115.45 244292.14 291934.60

144920.61

180053.94

214615.80

263225.3

37086.00 66690.00 84143.00

68329.00 93962.00 140404.00

161230.00 106424.00 194716.00

246281.00 148421.00 214629.00

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Total

Foreign

Exchange Business Total Income Total Expenditure Net Profit before Tax Payment to Gover (Income Tax) Dividend

201822.00

287919.00

402695.00

62370.00

609331.00

14038.30 11129.63

17699.52 13918.70

23756.33 108.50

25403.86 18886.20

30128.90 20559.21

2908.67

3780.82

6347.83

6517.66

8454.70

1490.12

2385.44

3245.08

3253.23

4108.98

15%

Cash

10% (cash) 25%(stock) 30% (Stock) 20%(stock) 35%(Stock)

10% Bonus

Total

Assets

(Excluding Contra) Fixed Assets Total Liabilities Number Correspondent Bank Number of Foreign Correspondents Number Shareholders Number of of Con

150252.82

91362.35

230879.14

278302.84

330586.12

3724.69

3987.23

4407.22

6512.36

6748.44

37862.45

58650.44

57138.05

62335.65

113098.67

254

265

275

295

295

775

815

830

840

850

20960

10,747

14,196

15,892

17201

of 7459

8426

9397

9588

10349

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Employees Number Branches Cost Of Fund Cost Income ratio Return Average Asset Net Asset Value On of

176

186

206

231

251

9.34 0.79

9.06 0.79

9.56 0.72

8.76 0.74

8.75 0.68

1.03

0.84

1.27

1.34

1.47

(per share ) Taka Net Asset Value

263

236

228

271.22

316.93

(per share ) Taka Return On

263

236

228

271.22

316.93

Average Asset % Earnings Share (Taka) Market Value per Share (Highest) Capital Adequacy Ratio per

1.03

0.84

1.27

1.34

1.47

36.84

30.04

43.30

45.91

60.21

(Taka) 4749.00

700.00

830.00

890.00

879.00

9.43%

10.61%

10.72%

11.65%

11.06%

(Note: One Million = Ten Lac)

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3.16 GENERAL BANKING, INVESTMENT AND FOREIGN


EXCHANGE IN IBBL Types of Accounts in IBBL
A bank is essentially an intermediary of short-term investment/funds. It can carry out extensive lending/investment operations only when it can effectively mobilize the savings of the community. A good banker is one who effectively mobilizes the savings of the community as well as makes such use of savings by making it available to productive and priority sectors of the economy thereby fostering the growth and development of the nations economy.
Accounts are opened under the following two modes: 1. Al-Wadeeah ( Current Account) 2. Al-Mudaraba (Deposit Account)

1.

Al-Wadeeah (Current Account): The word Al-Wadeeah has been derived from the Arabic word Wadayn which means to keep/to deposit/to give up/Amanat. As per Shariah , Amanat means to keep something (goods/money/others) to any reliable person/institution for safe and secured preservation of the same keeping its ownership unchanged and which will be returned to the owner of the fund on demand as it is/in original shape. In case of Amanat Bank/any other institution cannot use, invest and amalgamate the funds without the prior permission of the owner of the Amanat.

2.

Al-Mudaraba (Deposit Account): The word Mudaraba derived from the Arabic word Darb/Darabun. Literally it means movement to earn profit (munafa). It is a form of partnership where one of the parties called the Shahib-al-mal provides a specified amount of capital and acts like a sleeping or dormant partner, while the other party called the Mudarib (entrepreneur), provides the entrepreneurship and management for carrying on any venture, trade, industry or service with the objective of earning profit. The Mudarib is required to work with honesty and sincerity and to
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exert the maximum possible care and precaution in the exercise of the functions.

Mudaraba Deposit Products


Mudaraba Short Notice Account (MSNA) Mudaraba Savings Account (MSA) Mudaraba Term Deposit Receipt (MTDR) Mudaraba Savings Bond (MSB) Mudaraba Special Scheme (MSS) Mudaraba Monthly Profit Distribution Scheme (MMPDS) Mudaraba Muhor Savings Account (MMS) Mudaraba Waqf Cash Account (MWCA) Mudaraba Hajj Savings Account (MHSA) Mudaraba Foreign Currency Deposit

Different Types of Account Holders


Anyone can open an account with the banker if he is not incapable of entering into a valid contract and the banker is satisfied of his bona-fide and is willing to enter into the business relations with him. There are certain types of accounts in regard to which the banker should take note of the relative laws and exercise pre-cautions in order to safeguard its interest. Some types are: A/c opened by minors Joint (two or more persons) Firms Co-operative societies Government Public bodies Agents Executors Administrators Trustees

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Liquidators Receivers Non-Resident

Remittance
Remittance means transmission/transfer of money from one place to another. Local remittance represents remittance that takes place within the territory of a country. Banks have a wide network of branches all over the country and offer various types of remittance facilities to the public/customer/client etc. Virtually there are three types of remittances as under: DD- Demand Draft TT Telegraphic Transfer PO - Payment Order

Investment Mechanism of IBBL


BaiMechanism a) BaiMurabaha b) BaiMuajjal c) Bai-Salam a) Mudaraba b) Musharaka Share Mechanism Ijara Mechanism a) Hire Purchase b) Hire Purchase Under shirkatul Melk

d) Istishnaa Special Schemes under Investment Modes


Household Durable Scheme: Investment Scheme for Doctors: Small Business Investment Scheme

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Housing Investment Scheme Real Estate Investment Program Transport Investment Program Car Investment Scheme Rural Development Scheme of IBBL Agricultural Implements Investment Scheme Micro Industries Investment Scheme

Foreign Exchange
Foreign Exchange Department is a very important department of IBBL, which deals with import, export and foreign remittances. Foreign Exchange department is an international department of the bank. It facilitates international trade through its various modes of services. It bridges between importers and exporters. Foreign Exchange Department is dividend in to 3 sections.

Import

Export

Remittance

Mode of Foreign Exchange Business


1. Import 2. Export 3. Remittance 4. Inward Remittance
5. Outward Remittance

Remittance:
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The word Remittance originates from the word remit which means to transmit money/ fund. In banking terminology the word remittance means transfer of fund one place to another. When money transferred from one country to another is called Foreign Remittance Types of Remittance: Foreign remittance may be classified into. Inward Foreign Remittance.
Outward foreignemitan

4.1 INTRODUCTION:
In Human Resource Management (HRM) cycle as well as in any organization, Training and Development policy place an important role in achieving the organizational performance and achievement ,today organizations today consider human resources as the critical resources of the organization.HRM Department seek individuals with best much of skills and competencies to the need, the highest standards of personal integrity and a willingness to face challenges and develop themselves in a changing environment. Human Resource Management is the process of developing, applying and evaluating policies, procedures, methods and programs relating to the individual in the organization. Human resource management includes Human Resource Planning, recruiting, selection, training and development, compensation, performance management and employee development. Effective human resource practices relate to company performance by contributing to employee and customer satisfaction, innovation, productivity, and development of a favorable reputation of the firm in the industry.

4.2 TRAINING:

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It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. In order to achieve long-term results through training, we must broaden our vision to include people development as part of our strategic planning. Although training covers a broad range of subjects under the three main categories (skills, attitude, knowledge), using the term "training" without linking it to "development" narrows our concept of the training function and leads us to failure. According to Flippo, Training is the act of increasing knowledge and skills of an employee for doing a particular job".

4.3 DEVELOPMENT:
Development refers to those learning opportunities designed to help employees grow. Development is not primarily skill-oriented. Instead, it provides general knowledge and attitudes which will be helpful to employees in higher positions. Efforts towards development often depend on personal drive and ambition. Development activities, such as those supplied by management developmental programs, are generally voluntary. In simple terms training and development refers to the imparting of specific skills, abilities and knowledge to an employee. A formal definition training and development is Any attempt to improve current or future employee by increasing an employees ability to perform through learning, usually by changing an employees attitude or increasing his or her skills and knowledge. To bring the distinction among training, and development into sharp focus, it may be stated that training is offered to operatives, whereas developmental programs are meant for employees in higher positions.

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The need for training and development is determined by the employees performance deficiency, computed as: Training and development need = Standard performance Actual performance.

4.4 OBJECTIVES OF TRAINING AND DEVELOPMENT:


The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Various objectives are discussed below:
Optimum Utilization of Human Resources Training and Development

helps in optimizing the helps to expand the horizons of human intellect and an overall personality of the employees.
Productivity Training and Development helps in increasing the

productivity of the employees that helps the organization further to achieve its long-term goal.
Team spirit Training and Development helps in inculcating the sense of

team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

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Organization Culture Training and Development helps to develop and

improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.
Organization Climate Training and Development helps building the

positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.
Quality Training and Development helps in improving upon the quality of

work and work-life.


Healthy work-environment Training and Development helps in creating

the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.
Health and Safety Training and Development helps in improving the

health and safety of the organization thus preventing obsolescence.


Morale Training and Development helps in improving the morale of the

work force.
Image Training and Development helps in creating a better corporate

image.
Profitability Training and Development leads to improved profitability

and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

4.5 TRAININIG AND DEVELOPMENT PROCESSESS:

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What is training policy or process? Many organization have well established policy specifying general policy , program , procedure and practice which must be followed in regarding to training and development of workers , supervisors and managers This establishes the need for improving and updating knowledge and skill of its employees .By and large in such policies ,emphasis is given more on the development of organization .Of late , the need of such training for the development of employees in their carrier , is being increasingly realized. Such clear , written policy put management on record in respect of to their intentions ,provides a guideline for action by their officers. It also enables same or similar practices being followed in all its units. Stanford studies on management policy on T&D in the following lines.
To provide essential training and relay on individual initiative for further

training and self development.


To facilitate

employee-self-development in in-house and outside

educational programme.
To urge and aspect continuing self-development and training and to

provide programmes for the purpose. T&D policy must meet the following requirements :

Lay down responsibilities and accountability .In the absence of the same, the job will be passed on to lower levels of hierarchy resulting acute shortage of skills in future passed.

It must be line on with public policy. It must indicate critical areas requiring immediate attention and prioritation.

It must specify the scope of coverage such as level of employees and type of training.

It must also indicate the motivation /incentive packages.

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4.6 THE TRAINING AND DEVELOPMENT PROCESSESS OF


IBBL

4.6.1

Strategic HRM Practices of IBBL

An organization , whether it is a manufacturing concern or service oriented, cannot function without the active participation of people. IBBL is the worlds leading emerging markets bank. It employs 10,349 people in over 6,408 offices in more than 50 countries in the Asia Pacific Region, the Middle East and United Kingdom . Human Resource Planning: HR planning is a process , which anticipates and maps out the consequences of business strategy on an organizations human resources. This is reflected in planning of skill and competence needs as well as total headcounts. Every organization needs to be able to forecast and plan for its future people requirements. At ISLAMI BANK BANGLADESHL IMITED, human resource planning involves forecasting the numbers of people which will needed by the bank, and then working out the best way of obtaining then as and when they are needed. Forecasting: Forecasting is the major function of the banks HR department. The forecasting activities include: Workforce numbers in sufficient detail to be useful. Likely changes to the work of the bank. Work force supply this involves forecasting the variations in the current work force estimated to occur over the following years. Impact on budgets and funding.

Islami Banks Structure: The Banks structure is the means by which the work is integrated to ensure that the objectives and activities of individual work teams and departments match the overall goals.The structure of the Bank provides scope for the flexible deployment of

32

people and to promote equity, job satisfaction, motivation and commitment to goals; as well as providing access to career development.

Training & Development: Development is critical to our future business success. Our banks performance will only continue to improve if we develop our people you. To develop our people is to invest in our future. We know you have the motivation to succeed, to be good at your job and progress as far as you can. As Islami Bank Bangladesh, training is a partnership between the employee and the Bank. The Bank provides a framework within which the employee can identify the training and development needs. Such training provides a consistent standard of management learning throughout Standard Chartered. It also enables the employees to take all of the programs or study for individual modules according to their particular development needs. Training is provided to the employees of an organization in order to achieve the goals of the organization. Thus, for any management training exercise, the goals and objectives of the organization must be taken into consideration. In fact, management of training gets its direction from the organizational goal set by the management at a macro level. This implies that the first thing that comes into consideration for training management is the organizational goals and objectives. Organizational goal setting is followed by the formulation of a training plan based on a training needs assessment. Once a plan is in place, management has to execute the plan. At this stage training is provided to the trainees on a needs assessment basis. The training institutes conduct workshops and seminars.

4.7 TYPES OF TRAINING:


Training in Islamic banks may be of three types: (i) Ideological (ii) Theoretical and (iii) Practical. Ideological training may be related with the holy Quran and Sunnah and Shariah issues on banking. The practical training may conducted through discussions and exercises on banking issues in a classroom setting. In addition, some

training may be administered while the employee is on the job, to allow the

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employee to learn Islamic banking through practice. The theoretical training may equip an employee with Islamic knowledge and values, which is considered to be essential for Islamic banking. Theoretical training may provide a conceptual clarity on the understanding of Islamic banking. However, practical training of Islamic banking provides the skills and art necessary to perform a job. An employee should have all types of training in order to best prepare him to perform his job requirements.

4.8 POSSIBLE AREAS OF TRAINING :


Since Islamic banking mainly practices general banking, investment and foreign exchange, training should focus on these three areas of banking. Islamic banks may consider the following areas while devising their training programs: 1. Induction / Foundation Training 2. Banking Laws and Practices 3. Foreign Exchange and Foreign Trade 4. Investment Management 5. Branch Management 6. Customer Services Development 7. Audit and Inspections in Banks 8. Islamic Economics and Banking 9. Islamic Banking and Insurance 10. Performance Budgeting 11. Managing the Managers Furthermore, Islamic banks need to be careful to tailor the training session to the specific employees needs. Training should be designed to address the needs of

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senior management all the way down to the line workers in order to be most
productive. Islamic banking needs morally sound customers for its smooth operation. Islamic value oriented customers are essential for growth in Islamic banking. Therefore, value oriented customers training may be another main area of training for Islamic banks. IBTRA will conduct training program for the employee in a year 2008 ---------- 6343 2009----------- 6474 2010----------- 6952

IBBL has established a training institute namely Islami Bank Training and Research Academy(IBTRA) The Academy since its establishments on 07.09.1983 has been giving its mite to train up the manpower of the bank and develop professional expertise in them especially in Islamic banking which has emerged as the most innovative, challenging and potential system. The IBTRA is governed by a rule named Bye-law of IBTRA which was approved by the Board of Director in its 59th meeting held on 08.06.1994. The affairs of IBTRA is governed and managed by an academic council consisting of 10 members of the Academic council are nominated by the Board of Directors for the period of 3 years. The Bye- laws of IBTRA were last amended in the 120th meeting of the Board of Directors, IBBL held on 27.08.2003. Formation of Academic council, Administrative council over the staff recruited by IBTRA, aim & objective and details are in the Bye- laws of IBTRA.

After recruitment at entry level the IBTRA will conduct the following training courses:
1. Foundation courses for probationary officers 2. Foundation courses for Assistant officers (Phase-I) 3. Foundation courses for probationary officers (Phase-II)

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4. Foundation courses for Field officers under RDS.

The Training Academy side by side will conduct the following training courses/ workshops round the rank of the officials for specific period/ days as per demand of the Bank:
Banking laws and practices Investment operations and management Training course on Foreign Exchange and Foreign Trade at head office Lapses and irregularities in shariah compliance at Head office Non- performing investment management Evaluating impact of RDS Re- orientation training course for Field Officers under RDS Managerial functions and Leadership Islamic Ideology, curtsey and customer services Clint motivation and Clint selection Investment Risk Grading (Investment officers only) Advanced Training course on auditing Project Appraisal and management computer in banking (eIBS) securities& capital market operation (specially for the officer of share department and potential officer) Basic computer training (Evening ) Internship Program ]Accounting Techniques Financial Analysis Training on Islamic Banking for other Banks officials Core Risk Management in Banking SBS-2, 3 and SME Reporting Financial Techniques of SME Human Resource Management Prevention of money Laundering

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Leadership and team building Ethical Standard and core of conduct for Bankers Bangladesh Bank Compliance Basel-II Executive Development Program ( EDP ) Besides, the Training Academy will take necessary steps for training as and when required as per decision of the competent Authority. All trainings/ workshops shall be need based. 1. The officials of the bank are provided with necessary trainings through IBTRA. Besides there are other training institutes like Bangladesh Bank Training Academy (BBTA), Bangladesh Institute of Bank Management ( BIBM ), Bangladesh Institute of Management ( BIM ), Islamic Economics Research Bureau (IERB), South Asia Enterprise Development Facility (SEDF), Universities, Institute of personnel Management ( IPM ), Export promotion Bureau (EPB), Bangladesh Foreign Exchange Dealers Association (BAFEDA), Dhaka Chamber of Commerce & Industry (DCCI), The Federation of Bangladesh Chamber of Commerce & Industry (FBCCI), RAPPORT Bangladesh Ltd. Etc. where officials be nominated as and when required. The senior executives of the bank will also participate in the training / workshop/ symposia like policy making as per decision of the competent Authority. The Bank will take necessary steps for Arms Training and other Technical Training as and when required. The bank also shall take initiative for on the job training . 2. The IBTRA will prepare an Annual Training plan for every year determining the subject for training courses, target group for participation in such training courses and the duration of the training courses. For nomination of officials for training / conducting of training the following process shall be followed by IBTRA. a) IBTRA will send the above training courses plan to Human Resource Division for information and necessary action.

37

b) IBTRA will also send monthly program of training courses to Human Resources Division with the request to nominate requisite number of trainees (minimum 25 per training course) in advance.
c) On receipt of monthly training program, the human resources

divisions,

head

office

in

consultation make

with

the for

Zones/divisions/departments/branches training courses.

arrangement

nomination of the officials for participation in the concerned


d) Human resource division (HRD) will review and ascertain at regular

interval the training needs of the employees. In case of urgent needs, HRD will organize training programmes, workshop, seminars etc. in addition to the programmes undertaken by the IBTRA.

IBTRA always conduct this types of training Workshop 1 day training 3 days training 6 days training
15 days training 1 month training

The Criteria for Foreign / Overseas Training/Workshop/ Seminar will be as under:


1. Qualification : Minimum Graduation
2. Length of Service: Minimum 3 years in case of both entry as well as lateral

entry grades and minimum 5 (five) unexpired service. 3. Command on English: Must have proficiency in English
4. PARTICIPATION IN Foreign Training: Did not receive any Foreign Training

in last 1 (one) year.

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5. Service Records: Neither major punishment was awarded nor disciplinary

proceeding is pending. No official shall be eligible for foreign Training till they are absolved of the charge(s). 6. Performance: his performance is satisfactory. be borne by the bank the concerned officials desk (up to the rank of SPO) is to be relevant to the training course. In case of executive such limitation shall not apply. In such case there should be provision in the budgeted and the training costs must be within the budgeted figure. 8. Training sponsored by correspondent Banks or other institution: in case the training, lodging etc. are borne by the foreign correspondent Bank(s) or other institution Executives / officials of all desks fulfilling the above criteria be nominated gradually. 9. Execution of a bond: In case of Foreign Training with duration of more than 15 days the Executive or official shall have to execute bond that he/ she will serve the bank for a minimum period of 2 years after the period of the training. 10. TA/ DA: AVP and above will entitle business class and below Executive Economy class. 11. Submission of report on Training: the trainee(s) /groups must submit a report on their relative foreign training course within 30 days after his/ her/their return. 12. Nomination: the cases are to be processed through Human Resource Division, head office to be considered by the existing committee of Executives for Recruitment and promotion of officials keeping in view the above criteria and training needs of the nominee(s).
7. Relevance to desk/ yearly budget: In vase the training cost partly or fully is to

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5.1 FINDINGS OF DATA AND INTERPRETATION:


I interviewed 40 employees of ISLAMI BANK BANGLADESH LIMITED Where I found the following comments regarding TRAINING AND DEVELOPMENT PROCESSES.

SAMPLE SIZE

Location
ISLMI BANK BANGLADESH LIMITED DHANMONDI BRANCH

Total Respondent
40

1) How long do you work in your institution? (a) 0-5 years (b) 5-10 years (c) 10-15 years (d) Above 15 years

Interpretation: According to this data it reveals that in this branch employees have been worked in 57% 0-5 years , 38% o 5-10 years , 0% o 10-15 years and 5 % above 15 years. . From the answer of the first question we can say that, most of the employees are younger as majority of them told that they are working here 0-5 years. About 38 percent says that they are working here 5-10 years. And about 5 percent employees working here above 15 years that means they are top level officer.

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2) Are you satisfied with the designation you get from the management you work? (a) Highly satisfied (b) Satisfied (c) Dissatisfied
(d) Highly dissatisfied

Rs o s ep ne
H h sa ie ig ly tisf d Sa ie tisf d 5 % D issa isf d t ie 0 % 3% 2 H h d ig ly issa isf d t ie

6% 3

Interpretation: According to this data it reveals that 64 % employees are highly satisfied, 32 % satisfied, 4% dissatisfied, 0% highly dissatisfied. Here we can say that, people are very satisfied there organization. 3) Some employees are given proposal to arrange more effective training session for those who are inefficient in work? (a) Strongly agree (b) Agree (c) Somewhat agree (d) Disagree (e) Strongly disagree

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Interpretation: According to this data , 52 % o employees are strongly agree ,45 % agree , 3% somewhat degree 0 % of disagree and strongly disagree. From this answer we can say that, effective training should increase those who are inefficient in work. 4) What are the methods followed for training in your organization? (a) Coaching (b) Lectures (c) Seminars (d) Workshops

Interpretation: According to this data we can say that 82% lectures, 5% seminars, 13%
of workshop methods are following in this organization.

5) To whom the training is given more in your organization? (a) Senior staff (b) Junior staff (c) New staff (d) Based on requirement (e) All employees as their designation.

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Interpretation: According to this data it is assumed that employees said that 10 % senior staff, 12 % o junior staff, 13 % of based on requirement, 5 % of new staff and 65 % all employees training is given more in your organization. 6) What types of training is being imparted for new recruiters in your organization? (a) Technical training and professional training. (b) Management training (c) Presentation skills (d) Others

43

Interpretation: According to this data, 80% technical training, 12% management training, 8 % presentation skills , 0 % others training is being imparted for new recruiters in the organization 7) Whether the training methods in your organization are incorporating recent trends? (a) Up to date (b) Regularly (c) Sometimes (d) Traditional method

Interpretation: According to this data, we have seen employees said that ,67 % of regularly , 20% sometimes , 10% traditional method and 3 % of training the training methods in your organization are incorporating recent trends .So we can say that the training method should make up to date. 8) Preferred methods of training are (a) Lecture method (b) Case study method (c) Role plays (d) E-learning method

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Interpretation: According to this data, 25 %employees said that preferred methods of training are lecture method, 68% case study method, 5% of E- learning method and 2% role plays method of training are preferred.

9) What types of training do you consider for a employee is badly needed as (a) On monthly basis (b) Quarterly basis (c) Half yearly basis (d) Annual basis.

Interpretation: According to this data, 8 % employees said that quarterly base method is badly needed in the organization, 7 % increase. on monthly basis, 0 % of annual basis and 85 % of half yearly basis. So we can say that training programme should

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10) How many training programs are normally occurred in your institution for an employee in a year?
(a) 0-5 per year (b) 1-2 per year (c) 5-7 per year

(d) None

According to this data, 62 % employees said that 1-2 training programs are normally occurred in the institution for an employee in a year, 25 % of 0-5 per year, 5 % of 0-5 per year and 8 % of 0-5 per year. 11) What types of training programs conducted in your organization? (a) Leadership development programs (b) Executive development programs (c) Technical development programs (d) Safety related programs (e) Moral professional development program.

46

Interpretation: Analyze this data, 44 % safety related programmes, 26 % leadership development programmes, 26 % moral development program 4 %of technical development programmes and 0 % of executive are conducted in the organization. So we can say that morale and technical development programmes should increased. 12) How often training is conducted in your organization? (a) Quarterly (b) Half yearly (c) Monthly (d) Depends on requirement
(e) Annual

Interpretation: Analyze this data ,we can say that 94 % training monthly 4 % quarterly , 2 % of organization. 13) Is there any evaluation sheet is prevailing in your training session? (a) Yes (b) No. half yearly, 0 % annually training is conducted in your

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Interpretation: From the above data, 97 % said that the evaluation sheet is prevailing in the organization and 3% said that no. We can say that, evacuation sheet is given in the organization.

14) Does your superiors/subordinates are communicating well about your performance after training program? (a) Strongly agree (b) Agree (c) Somewhat agree (d) Disagree (e) Strongly disagree.

Interpretation: From the above data 52% agree, 36 % strongly agree, 12 % somewhat agree and 0 % strongly disagrees in this answer. We can say that, superiors/subordinates are communicating well about employees performance after training program
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15) How much satisfied with the training materials that are provided your training in your institution? (a) Highly satisfied (b) Satisfied (c) Dissatisfied (d) Highly dissatisfied.

Interpretation: From this data, 30% highly dissatisfied satisfied, 67% satisfied, 3% dissatisfied and 0% of highly satisfied with the training materials that are provided your training in the institution. We can say that, the training materials are good in the organization. 16) After the training sessions employees are able to manage difficult tasks easily than earlier. (a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree.

49

Interpretation: According to this data, we have seen 77% Agree, 20 % strongly agree , 3 % disagree and 0 % strongly disagree this data .We can say that after the training sessions employees are able to manage difficult tasks easily than earlier. 17) What about your consideration regarding training institutions accommodation? (a) Comfortable (b) Well equipped (c) Not comfortable

Interpretation: According to this data, 94% comfortable, 3 % well equipped and 3% not comfortable this answer .We can see that the training institution accommodation is very good. 18) Have you ever come across any problem during the training period in your organization? (a) Yes (b) No (c) If yes
50

Interpretation: According to this data, 80 % said no, 20 % said yes and 0 % said if yes. We can say that the training programme oriented system is very good and controlled. 19) Do you think the present training program is sufficient for your officials that is fully helpful to ensure better and prompt customer service? (a) Helpful (b) Not helpful (c) Helping for facing viva-voce (d) Moderately helpful.

Interpretation: From this data,63 % said moderately helpful ,37% helpful ,0 % said helping for facing viva-voce and moderately helpful .So can say that the present training programme is sufficient for your officials that is fully helpful to ensure better and prompt customer service.

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20) Do you have any suggestions or comments against prevailing training and development program of your organization?

Interpretation: According to this data, 88% no comments and 12 % comments against prevailing training and development programme in the organization. We can say that they have not any complain the training and development programme.

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6.1 RECOMMENDATION:
It goes without saying that IBBL has turned over a new leaf of general people through the invention of new products, which are easily introduced and accepted by the general people on account of its reliability and flexibility. Overall my observation I can say that customer service quality IBBL is good and continuously meets the challenges of developing new product and service. IBBL is a well-known private and largest bank in Bangladesh. It is high time to improve the performance to provide the international flavored service by a Local bank. To improve the present TRAININD AND DEVELOPMENT PROCESS OF IBBL following have been suggested: Lecture as well as the presentation should be the major part of imparting the education and training them. The trainee should fill the feedback form and from time to time test should be conducted to know the effectiveness of training to employee to check their memory if they retain anything or not. After ending training session should be conducted viva-voce.
The time for the training session should be increased.

Number of training people should be increased. Most of the time they followed lectures method. So they should followed others method in the Organization. Organization should conduct other types of program.

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7.1 CONCLUSION:
Islami Bank Bangladesh Limited is been very successful in doing their training. Training has a very strong base of human resource development and training and it has percolated right from the top to the bottom levels and this had played a role in more systematic organization development. The training programmes have helped their employees to improve their skill and efficiency as a result of which they are able to undertake new challenges in their work. The training and development programmes held in organization helped their employees to know their strength and weaknesses and helped them to work on their weaknesses. Training and Developing plays a very important role in helping to reach the commanding heights of performance. job performance. Any training would be considered to be successful only when the knowledge gained by the participants is transferred to the

Training and Development in the bank shows, that the procedure and policy of the
training in the bank is well known by the employees, various kind of induction training programmes and skill enhancement programmes are provided which are very effective for the employees. Training helps the employees to improve the performance and help to meet the needs of the bank. It motivates the employees and help in creating awareness among them. Banks always thinks that there should simple procedure for the training and not too complex so that employees can acquire it easily.

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ANNEXURE
LIST OF ABBREVIATIONS IBBL HRD HR - ISLAMI BANK BANGLADESH LIMITED -Human Resource Development -Human Resource

IBTRA - Islami Bank Training and Research Academy T&D KSA EDP -Training And Development - Knowledge, Skill, Attitude - Executive Development Program

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Questionnaire
I am a student of Bachelor of Business Administration of Eastern University (EU), conducting a study on Training and development processes of IBBL The questionnaire attempts to collect information from the employees to find out their perception on the development of training in the organization, employee motivation to learn and perceived enablers and barriers for learning May I request you to fill the questionnaire? I assure you that the information given by will be kept strictly confidential and used for academic purpose. No part of this study will be printed nor be disclosed. Your kind cooperation and guidance is important for the success of this study and will be very much appreciated.

Name of the Organization: Islami Bank Bangladesh Ltd Name of the Respondent: Designation: 1)How long do you work in your institution ? (a) 0-5 years (b) 5-10 years (c) 10-15 years (d) Above 15 years 2) Are you satisfied with the designation you get from the management you work? (a) Highly satisfied (b) Satisfied (c) Dissatisfied (d) Highly dissatisfied 3) Some employees are given proposal to arrange more effective training session for those who are inefficient in work? (a) Strongly agree (b) Agree (c) Somewhat agree
56

(d) Disagree (e) Strongly disagree 4) What are the methods followed for training in your organization? (a) Coaching (b) Lectures (c) Seminars (d) Workshops 5) To whom the training is given more in your organization? (a) Senior staff (b) Junior staff (c) New staff (d) Based on requirement (e) All employees as their designation. 6) What types of training is being imparted for new recruiters in your organization? (a) Technical training and professional training. (b) Management training (c) Presentation skills (d) Others 7) Whether the training methods in your organization are incorporating recent trends? (a) Up to date (b) Regularly (c) Sometimes (d) Traditional method 8) Preferred methods of training are (a) Lecture method (b) Case study method (c) Role plays (d) E-learning method 9) What types of training do you consider for a employee is badly needed as (a) On monthly basis (b) Quarterly basis
57

(c) Half yearly basis (d) Annual basis. 10) How many training programs are normally occurred in your institution for a employee in a year?
(a) 0-5 per year (b) 1-2 per year (c) 5-7 per year

(d) None. 11) What types of training programs conducted in your organization? (a) Leadership development programs (b) Executive development programs (c) Technical development programs (d) Safety related programs (e) Moral professional development program. 12) How often training is conducted in your organization? (a) Quarterly (b) Half yearly (c) Monthly (d) Depends on requirement (e) Annual. 13) Is there any evaluation sheet is prevailing in your training session? (a) Yes (b) No. 14) Does your superiors/subordinates are communicating well about your performance after training program? (a) Strongly agree (b) Agree (c) Somewhat agree (d) Disagree (e) Strongly disagree.

58

15) How much satisfied with the training materials that is provided your training in your institution? (a) Highly satisfied (b) Satisfied (c) Dissatisfied (d) Highly dissatisfied. 16) After the training sessions employees are able to manage difficult tasks easily than earlier. (a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree. 17) What about your consideration regarding training institutions accommodation? (a) Comfortable (b) Well equipped (c) Not comfortable 18) Have you ever come across any problem during the training period in your organization? (a) Yes (b) No (c) If yes 19) Do you think the present training program is sufficient for your officials that is fully helpful to ensure better and prompt customer service? (a) Helpful (b) Not helpful (c) Helping for facing viva-voce (d) Moderately helpful. 20) Do you have any suggestions or comments against prevailing training and development program of your organization?

Thank You for Your Participation

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REFFERENCES:
Book- Islamic Financial System By BM Habibur Rahman

Class Notes (IBTRA) Manual (IBBL)

Web Site

1. http://www.islamibankbd.com 2. www.ibtra.com 3. http://traininganddevelopment.naukrihub.com/training.html 4. www.Scribd.com 5. www.slideshare.com 6. www.wiki.com

Reports:
1. Prospectus of Islami Bank Bangladesh Limited. 2. Annual Report 2010 of Islami Bank Bangladesh Limited. 3. Brochures of Islami Bank Bangladesh Limited

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