Term Paper Planning for training a newly appointed officer in

Southeast Bank Limited

Prepared by
Towshika Amin Zenifar
ID: 3-17-36-035
Anik Alam
ID: 3-18-39-004
Marzia Nehraz
ID: 3-18-38-010
Tanzina Rahman
ID: 3-18-38-044
Most. Zannatul Nayem
ID: 3-19-41-065

Submitted To:
Saira Banu
Assistant Professor,
Department of Management, University of Dhaka

University of Dhaka

October 18, 2020

Training Overview of Southeast Bank
SEBL provides such kind of learning facilities with fair environment, profession development
tactic, opportunities for developing individual skill. SEBL offer superb weather and fine fringe
benefit in a process which perpetually increase the employee wants. In a change of the topic that
suggested, it seeks for person with proper learning, group work, work pushing attempts for job
merit, outstanding advances that can create needed feedback. Near to the Head Office of
Southeast Bank Limited there is a training center in Dilkusha, Matijhil, Dhaka. That training
center is supervised and managed by the experts of Southeast Bank and a group of top skilled
special superior. Each of the staff must have to go within a mandatory organization of training
course (FTC) considering official level like probationary officer, lower level officer, trainee
helping officer after finishing the selection of recruitment process. SEBL follow Week long FTC
for junior officer, 15-30 days for FTC probationary officer and 3-4 days for trainee helping
officer. The main purposes of the groundwork of training are to get staff accustomed with SEBL
and service rules. There have some training of groundwork courses as in the NI (Negotiable
Instrument)) Act- 1881, ICT security management and bank’s security awareness, clients service
with service excellence guidelines, common lapsed irregularities by internal and external audit
group are the core banking system of SEBL. Besides, Employees are to scattered skill on AML
(Anti Money Laundering) and CFT (Combat Financing Terrorism) and related any circulars
BFIU (Bangladesh Financial Unit) and Bangladesh bank by this training. SEBL regulates
training in every month for the employees on various banking related topic. . Lawful problems
related to banking actions training for getting employees squinted other court cases, title suit,
case suit.
Training Process:
The training process is conducted by several organization and Southeast Bank itself. Every
officer to senior officer has to undergo this trainings for their career development. The training
institutes are:
i) Bangladesh Bank Training Academy
ii) SEBL training institute
iii) Bangladesh Institute of Bank Management
Process that are followed:

Organizational Devising Implementation of

Objectives and Training Training
Strategies Programmers Programmers

Assessment of Establishment of Evaluation of

Training Needs Training Goals Results
Training Method:
Methods that are followed by the bank:
i) Induction or orientation Training
ii) In-house training
iii) Job specific training
iv) Need based local/foreign training
v) E-learning

Description of training method:

i) Orientation or Induction Training:
Orientation program consists of a five days’ workshop which includes brief ideas about the
whole organization.
ii) In-House Training:
In-house training program increases the efficiency and productivity of employees which plays a
major role in making the organization more competitive. The in- house training programs are
● Fundamental Training course
● Refresher Training Course on CRM Part-1
● Refresher Training Course on CRM Part-2
● Refresher Training On PBIM
iii) Job specific training:
“Mock Branch” training is an example of job specific training which is applicable for all branch
employees. This training improves employee’s knowledge, service quality, and risk and
compliance issues about specific job.
iv) Need based local/foreign training:
These trainings are conducted by hiring external trainers or sending the employee in the external
training houses.
v) E-learning:
Online training and evaluation. It is a mandatory part of training which include:
⮚ Software Training
⮚ Network Training
⮚ Hardware Training
 ⮚ Card Division Training

Orientation or Induction Training for newly appointed junior officers of

Southeast bank ltd.
Training overview:
After the recruitment, the bank arrange motivational training for the newly appointed employees.
Through the training employee get proper information about the structure of the institution, its
fundamental activities and other fundamental function of the bank.
Trainer: The training is conducted by HR manager and Branch manager.

Time Duration: 5 working days.

Training Objectives:
● To provide an overview of the bank structure, activities, policies.
● To integrate new employees with coworkers.
● To build more motivated and prepared employees.
● To educate the employees about their designated task.

Training Content:
● Brief history of the organization.
● Organizational mission, vision, objectives and philosophies.
● Policies and procedures of the organization.
● Brief history of the organization.
● Organizational mission, vision, objectives and philosophies.
● Policies and procedures of the organization.
● Operating rules and regulation of the organization.
● Organizational structure and authority relationship.
● The work he or she responsible for.
● Terms and conditions of job including remuneration, working hours, holidays,
promotional avenues, etc.
● Welfare measures like subsidized canteen, transport, health and recreation facilities, etc.
● Safety measures.
Training Method:
Usually trainers conducted the training within the workplace in a presentation format. Induction
training is also carried out by the trainers through leaflets, lectures, seminars and conduct tours
for a couple of days.

All the contents of the induction program are arranged into the three phases. The phases are:
First phase of induction is conducted by the HR department. The focus of the induction is to
expose the new entrant to the organization by explaining him the mission, objectives, history and
philosophy of the organization. The new employees is also briefed about his service conditions,
pay and perks, promotion procedure, personnel policies and grievance handling mechanism
practiced in the organization.

Second phase, this induction is given by the new employee’s supervisor. The focus is on the
overall exposition of the new employee to his job. Accordingly, the employee is introduced to
the job, shown place of work and around the premises, introduced to his co-workers and briefed
about the procedures and methods, custom and routines, rules and regulations regarding his job.
This induction help the new employee adjust with his work environment.

Third phase, this phase involves learning about the organization culture, history, products and
the people.