Professional Documents
Culture Documents
Prepared By:
Name: xyzxyzxyz
ID No: 0251245412
Program: BBA
Semester: Spring May, 2010.
Supervised By:
Name: Dr. Md. Ayub Islam
Designation: Professor of Accounting.
----------------------------------
Signature of Supervisor
Logo of IUB
1
Acknowledgement
First of all I would like to express my deepest gratitude to the Almighty ALLAH for giving me the ability
and the strength to finish the task successfully within the scheduled time.
I would then like to express my heartiest gratitude to my supervisor Dr. M. Ayub Islam, lecturer of School
of Business, Independent University, Bangladesh Chittagong Campus for her valuable guidance, support,
co-operation, encouragement and advice through out the preparation of the report. His valuable suggestions
and strict guidance made the preparation of this well organized report. My heartiest gratitude also goes to
Mr. Guitar.K.Kanungo, Senior Executive Vice President, Southeast Bank Ltd and Manager Momin Road
Branch and Mr. Showkatul Islam Chowdhury, Senior officer of - HR Section for his willful and heartiest
co-operation and giving me the inspiration and suggestion to complete the whole report in a constructive
fashion.
My endless thanks goes to Mr. Chowdhury Mohiuddin, Mr. Arunangshu Bikesh Sarker, Mr. Jafar Ahmed,
Mrs. Bibi Fatema, Mr. Taher Hossain Siddiki, Mrs. Abida Mustari, Mr. Mansur Alam, Mr. Biswajit
Debnath, who have given me their precious time to explain different issues and topics of Southeast Bank
Ltd, the strategies of the bank and guided me through out the internship period.
Finally, I would like to express my foremost gratitude to all the officers and employees of Southeast Bank
Limited, Momin Road Branch for supporting me and giving me pleasurable working experience and for
providing me with most relevant information on the basis of which I have prepared the report.
2
Letter of Transmittal
Dear Sir,
With due respect, I would like to state that I am Nusrat Rahman Chowdhury, student of school of business
bearing ID 0511019. My major concentration is Accounting and minor concentration is Human Resource
Management. I have completed my internship this semester in the Southeast Bank Ltd (Momin Road
Branch). In my internship report, I have covered the topic Human Resource Practice; in the field of
Recruitment, Motivation, Training and Development, Compensation and allowances by focusing the
scenario of Southeast Bank Ltd.
So, it is a great pleasure for me to submit my internship report to you titling A Comparative Study of
HRM Practice of Southeast Bank Ltd as a course requirement of BBA 499 program. While working as an
intern I gathered a lot of knowledge on the banking sector of our country and I have tried my level best to
reflect it in my report.
I would there be very much glad and thankful to you if u kindly accept the report and oblige there by.
Sincerely Yours,
Flkjfd lkajfda
Fafd
Asfdas
fsa
3
PREFACE
Practical knowledge is a vital element of our BBA program. If the theoretical knowledge is not supported
by the practical knowledge the knowledge gathered by the theoretical education will remind in complete.
Scholars also suggest that practical experience is more effective than theoretical knowledge.
The development of business accurse on the basis of meets of human beings. Accessing wants and needs of
human beings and concerned people of business, firms take the opportunities to gain profit and develop
business. Banking is the invention of social scientist for the welfare of human beings. It is concerned that
the current student of business administration are the future executives or authorities of various
organization.
4
Executive Summary
South East Bank Ltd started its commercial operation as a private sector bank on May 25, 1995. As a
private commercial bank it contributes a lot in our economy. From the beginning still now the performance
of this bank is developing rapidly. The main sources that work behind such development are the efficient
and effective human resources of the bank. It is also true that such performance from the employees were
not possible to achieve without the involvement and interest of the management. At South East Bank
employees' enjoy a better quality of work life, which encourage them to contribute more and develop the
performance of the bank day-by-day.
Though there are some limitations but it was found that the factors that affect the quality of work life of a
company are almost positive at South East Bank. In this organization employees get opportunity to utilize
their skills and knowledge. They also get adequate training facility from the organization that helps them to
develop their career. The bank always tries to select the right person for the right job. They select and
promote employees based on their merit. Employees enjoy freedom in work and they found their job
interesting as there exists less job stress.
At South East Bank employee turnover rate is 8% per year on an average. Here the relationship between
employees and the supervisor is quite well. Supervisor always gives equal opportunity to all the employees.
They are honest and open minded to provide information about any change and they always communicate
with the employees when any conflict arises in the organization. Moreover employees get their leader
whenever needed. Management at South East Bank always treats employees with respect and dignity. They
give freedom to the employee to do quality work. Like supervisor, relationship of employees with the work
group is also better at South East Bank. Employees always work as a team. They always share work with
each other and help themselves to get the work done. Physical working condition of South East Bank is
also satisfactory. At South East Bank employees are satisfied with their pay scale and benefit program.
Different reward and increment policy of the bank encourage them to work hard for the organization.
All these lead them to feel proud for their job and this satisfaction also helps them to increase their
performance. This has ultimately helped the management of the organization to achieve positive and
upward performance day by day.
5
Date: may 28, 2010
ACCEPTANCE LETTER
This is to certify that, the internship report on Human Resource Practice: Recruitment, Motivation
and Training & Development Process a on South East Bank ltd is prepared by Nusrat Rahman
Chowdhury, a student of BBA, ID No.0511019, under my supervision and guidance. I have gone through
the report. In preparing the report, she has spared much time and effort. Her desire over seeking strength of
every aspect is very much satisfactory.
_______________________
(Dr. M. Ayub Islam)
Professor of Accounting.
Department of Business Administration.
Independent University, Bangladesh, Chittagong.
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1.0 Introduction
Abstract
Introduction of the study
Origin of the Report
Background of the study
Objective of the study
Scope of the Study
Methodology
Limitations of the study
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1.0 Abstract:
When a company is successfully doing business there is couple of factors working behind it they
are- efficient management, healthy source of fund and using of fund and last but not the least
efficient employees. Basically these employees are known as Human Resources. So generally
the division which deals with them is to be called as Human Resource Department. That is why
we can say HR Department is directly contributing to the companys performance.
Human Resource Department is one of the most important divisions of any companies now days.
A companys full employee structure depends on this department. The Human Resource
Department (HRM) function includes a variety of activities, and key among then is deciding what
staffing needs you have and whether to use independent contractors or hire employees to fill
these needs, recruiting and training the best employees, ensuring they are high performers,
dealing with performance issues, and ensuring your personnel and management practices
conform to various regulations. Activities also include managing your approach to employee
benefits and compensation, employee records and personnel policies.
The HRM function and HRD profession have undergone tremendous change over the past 20-30
years. Many years ago, large organizations looked to the Personnel Department, mostly to
manage the paperwork around hiring and paying people. More recently, organizations consider
the HR Department as playing a major role in staffing, training and helping to manage people so
that people and the organization are performing at maximum capability in a highly fulfilling
manner.
1.1 Introduction:
The Banking Industry in Bangladesh is characterized by strict regulations and monitoring from the
central governing body, the Bangladesh Bank. The main concern is that currently there are many
banks for the market to sustain. As a result, the market will only accommodate those banks that
can transpire the most competitive and profitable in the future. Currently the major financial
institutions under the banking system include:
Bangladesh Bank
Private Commercial Banks
State Owned commercials Bank
Islamic banks
Non-bank financial Institutions, etc.
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Scheduled Banks in Bangladesh
FCB
20% FCB
NCB NCB
8% Islamic
PCB
54% Islamic Specialized
8% PCB
Specialized
10%
FIGURE: 1
Private Banks play a great role in economy development of a country. Human Resource
Management (HRM) has become an important issue in the socio economic arena of Bangladesh.
Both public and Private sector enterprises of this country are taking various measures for the
HRM. An identification of factors that influence HRM professionals and policy makers in
assessing training needs of employees, in selecting appropriate trainers, and in undertaking
additional tasks for making HR activities more effective, is inevitable in this respect. Considering
this importance the present study was undertaken on a selected organization.
Moreover, Bangladesh is a large populous country with the opportunity of having sufficient
manpower. If we properly utilize our human resource in productive way, the day will not far away
to be a developed country. In this regards HR management can play a pragmatic precautionary
role for making the people of the country skilled. The main object of HR management is to
develop skill and to grow confidence of doing work. HR management says. We usually make an
unskilled man to a skilled worker.
Southeast Bank gives their employees better opportunity to utilize their skills and knowledge.
They also get adequate training facility from the organization thats helps to develop their carrier.
The bank always tries to select the right person for the right job. The human resource department
manages recruitment, training and progression plan. Southeast bank highlights the importance of
developing its people to create a culture of customer service, innovation, teamwork and
professional excellence. They select and promote employees based on their merit. The
relationship between employees and the supervisor is quite well.
9
institutions as well as development projects. The program covers an overall period of
approximate 12 weeks of organizational attachments, with report finalization work.
Internship experience gives professional experience and practical orientation to students in the
professional arena. In that regards, I, Nusrat Rahman Chowdhury was placed at South East Bank
Limited (SEBL) for the internship program under the guidance of my faculty advisor Dr. M. Ayub
Islam. The duration of my organizational attachment is, by policy: Twelve Weeks, started from 6 th
January, 2010. As a requirement for the completion of the program I am required to submit this
report, which would include an overview of the organization and elaboration of the project I was
supposed to conduct during the internship period.
The proposed topic of this internship report is Practice of HR in SEBL-Recruitment,
Motivation and Training & Development
1.6 Methodology:
Methodology comprises of all the activities that is required to conduct the study and generate it
into a report. Methodology is the understanding principles and rules of organization of
philosophical system of inquiry procedure. It is concerned with identifying the relevant sources of
data and techniques for preparing the report.
In the following sections the methodology of the research have been describe on the basis of
research design, data collection methods, field work and techniques of data collection.
10
From the view point of Nature of Data, the research was mainly based on Qualitative
Data.
From the view point of Research Place it was both Field Research and Desk
Research as the research was conducted among the employees of HR Department and
some HR related department of SBL by asking questions to them with the help of some
necessary procedures and documents of Human Resource Department.
11
Although I got whole-hearted co-operation from the executives/officers at the bank but
they werent always able to give me much time because of their extreme busyness.
SEBL at a Glance
12
2.0 An Overview of South East Bank:
Southeast Bank Limited is a second-generation bank that was established in 1995 with a dream
and vision to become a pioneer banking institution of the country and contribute significantly to
the growth of the national economy. The Banks journey began when it was incorporated as
Public Limited Company on March 12, 1995. The register of joint stock Companies and Firms
issued the Certificate of Commencement of Business of the Bank on the same date. It received
its Banking License from the Bangladesh Bank on March 23, 1995.
The overall performance of South East Bank will be increase day by day. The main reason of the
improvement is development in the technology and effective human resources of the Bank.
Management always helps the entire employee to do their work effectively. The positive and
helpful attitudes of the management encourage the employees to give better performance.
Southeast Bank employee will work in a favorable working condition. Management always gives
them different type of facilities in training, motivation and also gives them reward to evaluate their
performance.
Profile of SBL at a glance:
Name Southeast Bank limited
Essence A Bank with Vision
Chairman Alamgir Kabir, FCA
Nature of Business Banking service & Profit oriented
Legal Status Public Limited Company
Date of Incorporation March 12, 1995
Registered Office Eunoos Trade Center, 52-53,
Dilkhusa C/A (Level 2, 3 & 16)
Dhaka-1000
Authorized Capital Tk. 3,500.00 million
Paid Up Capital Tk. 2,852.00 million
Year of Initial Public 1999
Offering
Website www.sebankbd.com
The Southeast Bank Limited has already occupied a challenging position among its competitors
after achieving success in all areas of business operation. This bank is catering both the
Conventional and Islamic mode of interests. It offers all kind of commercial and personal banking
service covering almost all segments of the society. To serve the customers through capacity
building across multi delivery channel is one of the main strategies of the Southeast Bank ltd.
The sponsors of the Bank are the leading business personalities and eminent industrialists of the
country having stakes in various segments of the national economy.
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2.1 Vision
To stand out as a pioneer banking institution in Bangladesh and contribute significantly to the
national economy.
2.2 Mission
High quality financial services with the help of the latest technology.
Fast and accurate customer service.
Balanced growth strategy.
High standard business ethics.
Steady return on shareholders equity.
Innovative banking at a competitive price.
Attract and retain quality human resource.
Firm commitment to the society and the growth of national economy.
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Integrity Commitment
Respect Service
Fairness Excellence
Harmony Insight and
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Name of HOB: Guitar K. Kanungo
Date of Branch Opening: 21st December 2008
Manpower Strength: 13 including 1messenger & 1bank guard.
Performance of bank in 2009 at a glance: Figures in 000
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Managing Director
Vice President
Senior Principal
Officer
Principal Officer
Executive Officer
Grade-1
Senior Officer
Officer
Junior Officer
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Authorized Capital 3500.00
Paid up Capital 2,852.20
General and other Reserve 247.65
Equity Fund 7,357.27
Deposit 68,714.67
Loan and Advance 60281.26
Import Business 58,019.77
Export Business 42,178.60
Inward Foreign Remittance 15,221.90
Investment 12,299.61
Operating Profit 3,012.58
Retained earnings 542.79
Total asset 81,181.53
Fixed assets 2,685.56
Number of Branch 32
No. of staff 1231
EPS 31.11
Dividend (cash) 15%
Dividend (stock ) 20%
Return on Investment 12.06%
Return on Asset 1.09%
Capital Adequacy Ratio 12,536
Classified loan 2,484.34
Provision against Classified Loan 11.12
Provision against Unclassified Loan 257.95
Loan / Deposit ratio 89.34%
2.11 Southeast Bank at a Glance: Taka in million
Chapter Three
Literature Review
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of earlier and recent work, it becomes possible to identify areas in which further research
would be beneficial. Indeed, the concluding paragraphs of the literature review should
lead impeccably to research proportions and methodologies. It is therefore important that
the literature review is focused and avoids the more comprehensive textbook-approach.
(David A. DeCenzo & Stephen P. Robbins, 3rd edt, pp 47).
3.1 Conceptual Learning: In this step researcher should go through different books
to get an idea about the research topic. This part is mostly theoretical.
Here a candidate will provide his CV and detailed information about himself as well as
types of jobs he is looking for. In this way when the agency finds a suitable job offer for
him they will apply and inform him about it.
Human Resource Management discusses decisions that affect the relationship between
employees and employer, how many employees to hire, at what levels of skill and
experience who to promote to which jobs, who to train in which skills, how much to pay
and how to handle dissatisfied employees are examples of these decisions. To achieve
organizational goals, managers must take decisions regarding human resources and
consider the interrelationship among these decisions.
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According MILKOVICH Human Resource Management is a service of decision that
affects the relationship between employees and employers, if affects many
constituencies and is intended to influence the effectiveness of employees and
employers
On the above definition there are three components i.e. Human, Resources which only
consider Human and Management of this resources. So, shortly we can say properly
engage the human in proper post of place in Human Resource Management.
This department performs the duty of recruiting, selecting, training and development, motivating,
job designing, performance appraisal and rewarding and giving benefits etc.
By doing the survey of HRM practice of Southeast Bank, identified this HRM model among the
nine areas all of them applied in Southeast Bank. These nine areas have been termed spokes of
the wheel in that each area impacts on the human resource output: quality of work life,
productivity and readiness for changes.
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Recruitment
Recruitment Principles
General
Rules/Requirements
Recruiting
- Internal
- External
Selection and Joining
Process
Salary Structure
MOTIVATION
Job Design
PAS System
Performance Evaluations
Rewards
Job Evaluation
Compensation /Benefits
Disciplines
Safety and Health.
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Analysis
5.2 Recruitment:
Recruiting is the process of discovering potential candidates for actual or anticipated
organizational vacancies (David A. DeCenzo & Stephen P. Robbins, 3 rd edt, pp 118).
Human resource recruitment involves evolving an appropriate planning process to move the Bank
from its particular resource position to desired human resource position and placement of right
kind of people at the right place at the right time.
b) A candidate selected for appointment must be medically fit. Any physical or mental disorder
will result in cancellation of his recruitment/appointment.
c) Each candidate shall have to mention two well placed/respectable persons as reference in
his/her resume. The confidential opinion of the referees about the character antecedents of the
candidate shall be obtained. Besides, the management shall also try to gather information from
other sources about the character and past records of the candidate. If any adverse report is
25
thereby received, the appointment of the candidate, if done, shall be cancelled and he/she may be
terminated without assigning any reason whatsoever.
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**The names of grades of employees differ from Bank to Bank. Therefore, the grades of Officers
or our Bank would be cross matched by Banks Human Resources Division with these of other
Banks keeping into consideration the salary package, length of service etc.
5.10 Advertisement
When Southeast Bank requires quite a large number of workers at one time, they go for
advertisement in the national dailies. National Dailies like Prothom Alo, Jugantor, and the Daily
Star etc. Normally service or junior level officers, but sometimes, senior officers are also
recruited through this process. Candidates with the required qualification apply with a full bio-
data and with an application, written in own hand. The application is not granted if it is not
written with the applicants own hand.
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5.14 Initial Screening
First, through the initial screening process, they sort out the applications those have the actual
qualifications (Degree, age, experience (if necessary)) for the post. Then these candidates are sent
the admit card for the employment test.
.
As: Educational Qualification:
Bank shall give priority to recruitment of self driven and result oriented graduates with good track
record in academic history. In case of all lateral entry as an Officer/ Executive of the Bank, the
job aspirant has to be at least a graduate having minimum 7 (seven) points in his / her academic
career.
For fresh recruits, the education qualification recruitment shall be the following:
Post Requirement
(a) Management Trainee 1. The applicant should be at least a MBA/MBM degree holder from a
reputed educational institution with a minimum 10 points for
MBA/MBM throughout the academic career with no 3 rd division/class
in his/her academic career.
2. Minimum CGPA 3.00 or above from IBA/NSU/ or any other
reputed/recognized/local/foreign University as may be deemed fit by
the Bank Management from time to time. No. 3rd division/class in
his/her academic career shall be acceptable.
(b) Probationary Officer 1. The applicant should be at least a Master Degree/BBA holder from
a recognized educational institution with minimum 9 points. No. 3 rd
Division/class shall be acceptable.
(c) Trainee Asst. 1. The applicant should be a Master degree holder from a recognized
Officer(General) educational institution.
2. Minimum 8 (eight) points are required.
(d) Trainee Asst. Officer 1. The applicant should be a Master degree holder from a recognized
(System) educational institution.
2. Minimum 8 (eight) points are required.
3. The candidate should have computer literacy.
(e) Computer Trainee 1. Graduation with minimum 6 (six) points.
2. The candidate should have Computer Knowledge for PC operation.
(f) Cashier Trainee 1. Graduation with minimum 6 (six) points.
**Confidential opinion of the referees acceptable to the Bank about
the character antecedents of the candidate shall be obtained. The
candidate has to provide a Surety Bond of Tk1.00 Lac to the Bank.
(g) Messenger Minimum S.S.C
(h) Bank Guard 1. Minimum class Eight Pass with ANSAR training or ex-Army,
Police, BDR personnel.
2. Age limit: 21-35.
(I) Tea Class 8 (eight) pass.
Boy/Cleaner/Electrician
/
Sweeper(Casual)
(j) Driver 1. Driving License from appropriate govt. authority.
2. 5 (five) years driving experience.
3. Class 8 pass.
4. Age limit 21-35.
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5.15 Employment Test
The Southeast Bank Ltd. has a two step employment test. First, the written test then the interview.
The bank contracts with some other organizations, like IBA, BIBM or any other institute, to
conduct the written test for them. The bank sails the boat in that organization, where their cost
will be minimal. The selected organization then takes the written test, screens out the answer
sheets and sends the number-sheet to the bank. The bank has a preset standard score and those
who have scored more than or equal to that score are called for the interview. The bank itself
conducts the interview. The bank hires reputed banking specialist within the country for
conducting the interview.
Interview Performance:
The following marking system for interview shall be followed:
*Dress, Physical Appearance, personality, Confidence and capability 5
*Knowledge in related Field/ Subject 5
*General Knowledge 5
*Analytical Ability, Communication Skill and Potentiality 5
After the interview the total marks of the written test and the interview are added. Those who are
at the top of the final list get the opportunity to serve in the organization.
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5.18 Physical examination
After the background investigations Southeast Bank take the initiative of physically examine the
candidate. Physical examination is an examination to determine an applicants physical fitness for
essential job performance. For example, Southeast Bank send the candidate to the medical for
basic medical checkup, like HIV, Cancer and any other serious disease that may not fit for the job.
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6.2 Employee Training of Southeast Bank Limited
that will improve his or her ability to perform on the job (David A. DeCenzo & Stephen P.
Robbins, 3rd edt, pp 240). For continues development of human resource the Southeast Bank
continued to focus its strategy of retaining experience and skilled manpower through offering
attractive careers. With a view of achieving professional excellence in banking, the Bank has
emphasized on different training, workshop and development program both in house and outside.
Southeast Bank Ltd. has a system of training the employees in a regularly basis, particularly the
newly appointed employee. The bank has a training institute (BIBM) of its own with high
computer facilities, where every year some training courses are completed. The bank sometimes
sends its employees to other organizations for more training. In the last year (1998) the bank
trained 291 employees in 15 courses in its own institute and also got 81 employees trained in
various 30 courses conducted by the Bangladesh Institute of Bank Management (BIBM). In the
current year the bank has also taken some training program. In the year 2005, the Southeast Bank
Training Institute organized 43 different training and workshops where 1171 participants took
Bank, 46 participants in 21 courses at other remain academy. (Annual report of Southeast bank
limited, 2005.).
There are mainly two different types of methods of training used by different organization. Both
of these methods are also used by Southeast Bank Limited which is describing below:
On-the-Job Training: The most widely used methods of training take place on the job.
SEBL used on-the-job training which places the employees in an actual work situation and
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Off-the-Job Training: Off-the-job training covers a number of techniques-among them
SEBL used some programmed instruction like BIBM, Bangladesh Bank etc.
Techniques are:
Lectures
Videotapes
Audio tapes
Slides
Films
Case studies
Self-assessment/ self-testing instrument
Computer conferencing
Management development is more future oriented, and more concerned with education, than is
employee training, or assisting a person to become a better performer. In Southeast Bank the
management development focuses more on the employees personal growth. As the managers are
the heart of Southeast bank they need to developed day bay day. Successful managers of
Southeast Bank have analytical, conceptual and specialized skills. Developing the management of
Southeast bank begin by looking at the Southeast Bank objective which is become a leading bank
There are mainly two methods among them on-the-job methods are used by Southeast Bank ltd.
On-the-Job Development: The development of a managers abilities of Southeast Bank can take
place on the job. There are different techniques of on-the jobs among them Job Rotation are used.
Job Rotation can be vertical or horizontal. Southeast Bank primarily follows the horizontal job
34
transfer where the worker in a particular department like Credit department spends two years and
then moved on. Also on the situational basis- that is, by moving the person to another activity
when the first is no longer challenging to him or her. For example, the junior executive in the
credit department will move to the department of Islami banking when his/her activity in the
A career is a sequence of position occupied by a person during the course of a lifetime (David A.
DeCenzo & Stephen P. Robbins, 3rd edt, pp 296) Southeast Bank limited continuously developing
their Human Resource to focus its strategy of retaining experienced and skilled manpower
through offering attractive careers. The bank has given emphasis on the appointment and
The administration department of Southeast bank focused the career development programs
because it increases the organizations effectiveness in managing its human resources. The HRD
of Southeast bank knows that outstanding employees are always being scarce, and they usually
find there is considerable competition to secure their services. Thats why Southeast Bank gives
preference to these employees who exhibit the greater loyalty and commitment to the job.
35
7.0 Motivation Process of Human Resources of Southeast bank Limited
One of the main criteria for effective human resource management is motivation. Motivation is
the willingness to do something and is conditioned by this actions ability to satisfy some need for
the individual (David A. DeCenzo & Stephen P. Robbins, 3 rd edt, pp 312). For the desired result
of any organization, motivating the employees is very important. So the Southeast Bank Ltd. also
tries to motivate its employees. But the bank does not have a standard motivational process. It
motivates only with the help of increment and incentives. One thing about this increment is that it
has no specific period. Sometimes it is a yearly or sometimes it is quarterly and again sometimes
it is semiannually, depending upon the overall performance of the workers and the bank itself.
McGregors Theory Y
From the human resource officer informed us that they believe in McGregors Theory Y and
emphasize the safety and love need for all employees. Douglas McGregor concluded that a
mangers view of human nature is based on one of two sets of assumptions about people, and that
managers tend to mold their behavior toward subordinates according to which set assumptions
they hold. The first set of assumptions, basically negative, McGregor labeled Theory X; and the
second, basically positive, labeled Theory Y. McGregor listed four assumptions that he called
Theory Y which is followed by Southeast Bank HRM which are described below:
2. Employees will exercise self-direction and self-control if they are committed to the
objectives.
4. Creativity-that is, the ability to make good decisions- is widely dispersed throughout the
population, and not necessarily the sole province of those in managerial functions.
Besides the increment, the bank sometimes tries to motivate the employees by full-filling their
required needs of the employee. But as it is a centralized organization, management plays a big
36
role with the HR department in determining these motivating factors. The bank is always cautious
about that all the hygiene factors are present in the environment and if the employees are not
Job design may be defined the way which job tasks are organized into a unit of work. One of the
more important factors that influence an employees motivational level is the structure of his or
her work (David A. DeCenzo & Stephen P. Robbins, 3 rd edt, pp 340). Form the analysis of the
employees of Southeast bank limited, it is knowing that the different job tasks are organized in
such a way that employees find it intrinsically rewarding-because they offer challenges and
greater freedom and the employees find interesting, which provide motivation in themselves.
A management competency is a skill, ability or trait that predicts success to perform a job. The
Performance Appraisal needs to be implemented as per the PAS format which will be circulated
by HR at the beginning of the year. The definitions of rating in Performance appraisal are given
below for reference:
1 = (Outstanding) The individual who has exceeded 85% and above of his target in all of his
key result areas is eligible for rating 4.
2 = (Very Good) The individuals who has exceeded 75% - 84% of his target in all of his key
result areas is eligible for rating 3.
37
3 = (Good) The individual who has achieved 60%-74% of his target in all of his key result
areas is eligible for rating 2. The employee achieved the essential requirement of day to day
job.
5 =(Below Average) The individual who has failed to demonstrate his performance in all of
his key result areas to be rated 0 and he/she will be treated as non performer will exit from
the Bank subject to decision by the Management. He/she also have a counseling session with
the Human Resources Department.
Those who are rated 4, 3, and 2 are eligible for incentive bonus. If any appraise feels that
his/her Performance Appraisal by the line Manager/supervisor is influenced by discrimination or
unfair and biased judgment, the appraise may appeal to Head of HR with his/her grievance in
writing. In such cases Head of HR will be the first point of contact. If the issue remain
unresolved than it will be referred to the Managing Director for his review and decision and
in that case the decision of Managing Director will be final.
Unlike the selection, training and motivation process the Southeast Bank Ltd. have a performance
appraisal process. The performance evaluation and appraisal is therefore done mostly by the
observation on how the employee is doing or dealing with a client. The Southeast Bank Ltd. has a
special unit, under its HR Department, to conduct this performance evaluation and appraisal. This
unit keeps its eyes on the performance of all the employees throughout the year and suggests
committee visits any branch without any precaution. In this way the bank conducts its
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7.4 Rewarding the productive employees of Southeast Bank Limited
As the tree, so is the fruit. Because the bank has a specific performance evaluation and appraisal
system the bank provide a standard reward system to reward its employees. If any employee can
astonish the authority by his/her extra-ordinary performance s/he is then rewarded for that
performances but this reward is mainly financial reward, which comparatively has a low effect on
the employee who is in quite a higher level of the organizational ladder. On the whole, increment
is the only reward that the bank uses for motivating or appreciating its employees. In 2007
Southeast Bank employment for the employees based on market demand, providing performance
bonus to the employees and also introduce the Best Manager and Best Employees award would
certainly put the Bank on an elevated position in the market. One of the missions of Southeast
rewarded.
Job evaluation is the process whereby an organization systematically establishes its compensation
program. Actually the bank compensate firstly by classification method of job evaluation and
skills, knowledge, responsibilities- with the desired goal being the creation of a number of
distinct classes or grades of jobs. While compensating any worker, the bank first determines the
class of that post. (The Southeast Bank Ltd. has four classes of works Executive, Senior Officer,
Junior Officer and Staff). After classifying, the bank, determines the rank of the post within the
classification and compensate according to the compensation scale. The HRD could not provide
me the pay scale because of some internal problems but informed me that, the compensation scale
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Ranking Method: Ranking Method requires a committee typically composed of both
management and employee representative to arrange jobs in a simple rank order, from highest to
lowest. Besides this normal pay scale, the bank has special compensation system for the higher
level workers (The Executive Level Officers). The bank provides these employees according to
7.5 Compensation/benefits
The goal of compensation administration is to design the lowest-cost pay structure that will
attract, motivate and retain competent employees, and that also will be perceives as fair by these
employees. As the Southeast Bank Ltd. has a performance appraisal or reward system, it has a
good benefit package. The bank has a package of different types of leaves for all level of
employees. The bank provides a satisfactory annual leave, sick leave and causal leave. Besides
these the bank has kept the opportunity for the employees to have extra leave for emergency
situation. Besides this leave package the bank provide an opportunity for the employees to have a
provident fund, which the bank and the employee share equally (5% contributed by both the
worker and the employer). The bank provides Fringe Benefits for its executive level
employees. The bank thinks that its compensation package is very sensitive and confidential and
cannot be exposed to the people from outside. Here I am again very grateful to Mr. Showkat for
providing me with the some portion of this confidential (As the bank authority thinks)
information. The banks pay structure is pretty much dependent on the job evaluation. It means
that the bank tries to compensate according to the job difficulty or in other words job hierarchy.
Sick leave: Maximum Fourteen days in a calendar year with full pay. Maximum 28 days Sick
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Casual leave: Ten days per year but not more than two consecutive days.
Reimbursement of Hospitalization Bills: Southeast bank ltd reimburse hospitalization bills to its
employee for their spouse, children, parents and themselves up to equivalent of three basic
salaries or the actual bill whichever is lower in a year. This scheme makes the employee to
remain affiliated with their organization. Moreover, the employee of SEBL get special discount for
availing medical services from some reputed hospital as arranged by the management of SEBL.
It also demonstrates vaccination program among its employees.
Other leave: As per service regulation. Female employees can have maternity leave for a period
of six weeks at a time. Maternity leave shall be granted only thrice during the entire
period of services of a female employee with the bank. The interval between the first
Fringe Benefits: The bank will provide telephone and residence to those employees who have
Bonus: SEBL pays its employees festival and performance bonus. SEBL authority considers its
incentive bonus package is the best among all the private banks in Bangladesh. Festival bonus
scheme includes two bonuses a year each worth the basic pay of an employee. Naturally this
bonus is disbursed during two Eid festivals. The other bonus, performance bonus, is for
performance reward. To motivate people SEBL encourage performance so that employees can
get the benefit.
Promotion can not be claimed as a matter of right and all promotion shall be made on
merit and no employee shall have a claim to be promoted to a higher grade by virtue of
his seniority alone.
Promotions to the deserving employees of the Bank shall be considered on the basis of
Banks Promotion Policy approved/ to be approved/ amended by the Board of Directors
from time to time.
In case promotion can not be considered for any specific reason, the board may recognize
the outstanding performance of any individual Officer/Executive and reward him/her
suitably upon recommendation of the President and Managing Director.
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This is a prescribed number distribution by which the promotional candidates are ranked. These
are:
Sl. No. Subject Marks
*ACR (Annual Secreted Report) is carry 50% marks of the total marks. In ACR the following
things are contain:
Daily works
Target fulfill
Customer service
Interview
In the interview the interview boards are asked the employees past performance. They see the
creativity, the leadership skill, smartness, motivation power.
Achieving promotion
How much he/she gets performance in yearly. Promotions are not done exactly 3 or 4 years. It
depends on the employee performance. If employee done well he/she can get 1 or 2 promotion in
one year. But any employee are not done well in his performance that employee cant get
promotion in any years. So it depends on the performance of the employee.
Management of Southeast Bank has a responsibility to ensure that the workplace is free from
unnecessary hazards and that conditions surrounding the workplace are not hazardous to
employees physical or mental health. The working condition of Southeast Bank is very excellent
and they are always committed to their employees that their health and safely will be ensure.
8.0Findings:
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8.1 On Recruitment:
HR should follow better Recruitment Policy:
Some officer is not qualified for their position. So, the human resources department
manager will always try to recruit qualified person. HR manager must give preference to
the qualified person rather then reference person.
Insufficient number of Employees:
Insufficient number of employees in General banking department on SEBL. Due to the lack of
employees customer dont get their service on the right time. I have observed that the working
hour is 9.00AM to 5.00PM but the executive of the general banking leave their office 8.00 pm to
8.30 pm.
8.3 On Motivation
Most of the Banks motivate their employees by giving simple increment and incentives. But
from my own opinion I suggest, SEBL can change their view and process to motivate their
employees by adding something more like:
1. Let them work from home. It doesnt have to be full-time telecommuting, but let them
know bank understand that this work/life balance thing is hard and as long as they get the
work done, its okay to work at home (at least when its really necessary).
2. Performance Based Bonuses Create a new bonus system. Make it based on team
performance and tie it directly to the bottom line. Every month, review how the team is
doing and what their projected bonus is (an actual chart on the wall would be great).
When done correctly, bank increase teamwork, the bottom line, and motivation.
3. Cafeteria Plans Medical, dependent care, and transportation flex spending plans are
inexpensive to operate and they save bank and banks employees money (via tax
savings).
4. Listen Everyone wants to be heard. Establish an open door policy and actively
encourage feedback from your employees. Encourage them to bring solutions (not
problems).
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5. Flexible Work Hours Create a core set of hours that are mandatory, but let the rest be
flexible. Some people are more productive in the morning, others in the afternoon. Some
have kids to get off to school; others have night classes to get to. Give employees a little
flexibility in how they schedule their days.
6. Consistently Offer Training - Though SEBL organize training program for each and
every employees but it should be regular training sessions. Everyone wants to know that
their job matters and that other people's lives would be affected if the job was not done
correctly. Start a weekly educational meeting where management keep staff informed
about products, services and customer relations and how they all interrelated. Serve a free
lunch at the meeting.
Promotion:
Employees of SEBL have to wait a long time for promotion. Majority of the employees
are not satisfied by this promotion process.
9.1 Strengths
It analyzes the inherent of the company, resilience, brand loyalty, endowment and good side of
the organization etc.
SEBL is the first generation commercial bank in banking sector. They build strong
reputation in the market.
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They trained & developed people efficiently.
The top management of the bank, the key strength for the SEBL has contributed heavily
towards the growth and development of the bank.
Strong network throughout the country and provide quality of service to every level of
customer.
The corporate culture of SEBL is very much interactive compare to our other local
organization.
7.1.2 Weakness
Some times with references some candidate gets job that are not suitable for that post.
Some times employee also uses HR for their personal benefits.
At the entry level and mid level officers experience considerable low remuneration
packages that some other local banks.
There is a very little practice for increasing motivation in the workers by the
management.
7.1.3 Opportunity
HR can hire the best experienced employees by offering a competitive benefit package.
HR also can retain existing employees by giving more benefit package than competitors.
Also they can train existing employee as like different kinds of training program for their
better performance.
7.1.4 Threats
Default culture is very much familiar in our country. For a bank, it is very risky.
Its the duty of HR employee that collecting all necessary documents (education
certificate, pay-slip, release letter of previous employer etc.) after joining each new
employee; some times it may be forgotten under work pressure.
The Central Bank exercises strict control over all manpower collecting in local banks.
Rival banks easily recruited best experienced employee by offering more attractive salary
package.
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8.1 Recommendation
I have completed my three months internship program. During this time I have found some scope
for the development of Southeast Bank Limited. There are some opinions for the future
development:
The authority should recruit more employees to serve the customers.
They can recruit experienced employee as well as fresh graduate.
The salary of the worker need to be rise, as a result experienced people from
other similar company will be attract to join Computer Services Limited.
As we all know most of the organizations are now emphasizes on a good HR
planning, so there should be a proper HR planning for the corporation to operate
more efficiently in the long run.
Though the Southeast Bank is completely computerized, I would like to suggest
that it can be improved some modules of their software that is currently used.
Personal information should be kept way by using computer software, so that it
will help to get the information more less time consumption.
Southeast Bank should increase more management efficiency, so they should take
management decision more quickly.
Its office place should be make more lucrative decorated by installing the
atmosphere of the work place could be motivate or modernize.
Southeast Bank should involve more social activities which will build an
outstanding & optimistic image to the people.
The promotion strategy of SEBL is not at all effective. The bank should bear in
mind that advertising is the most effective technique to communicate with
people. SEBL could spread its reputation more widely by using different types of
media in the most attractive way. Some people still does not know the bank,
which is a disappointing issue for the bank.
The bank needs to pay to the internship student.
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8.2 Conclusion
From the above chapters, we can see the clear picture of Human resource Practice in the
Southeast Bank Ltd. We can conclude that, the Southeast Bank Ltd. has a formalized procedure of
practice in some arena of human resource management but in other arena the practice is not so
good, not bad(average). The bank follows the theoretical procedure for recruiting and selecting
the employees, but it does not follow the theories like a blind person.
The bank has a good record of training its employees from its own training institute or from
outside. Though in the training section, data for only one year is provided (Hard copy of records
of previous years were not available), according to the HRD the bank is increasing the total
But the bank could not take necessary care in other aspects of the Human Resource Management.
Though it has an average practice of motivating employee through giving increment &
incentives, it is a poor/weak practice of motivating employees. It tries to full-fill the love and
safety needs, but most of the time the bank cannot provide these motivational things because of
In performance appraisal and reward system the Southeast Bank Ltd. has a great problem.
Though it has a performance-evaluating unit, this unit mostly performs the duty of an invigilator
rather than a performance evaluator. On the other side, increment cannot be a good reward for all
situations, but the bank is providing these types of rewards all the time.
The bank is in quite a good condition in maintaining its benefit package. The bank provides
enough benefits for its employees and these benefits sometimes work as motivators besides the
increment.
As there is not enough data on the compensation packages of the bank, it is very difficult to
conclude anything about the compensation system. One thing should be marked that, the bank
thinks that the compensation package is satisfactory to the employees without any statistical base.
And we can find that the bank does not have any practice of Human Resource Survey, which
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is a negative point for the banks Human Resource Department. From here, we can have a
partial picture of the HRM practice in our country. So the objective of the repot is partially
fulfilled. If the overall picture of HRM Practice in the country is like that in the Southeast Bank
According to the HR officer of the Southeast Bank Ltd. this problem is because the few
specialists in HRM normally stay in the country rather go abroad because of attractive job. For
the greater improvement in this area, not only these persons are needed to stay in the country but
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