Bangladesh University of Business and Technology (BUBT)

Internship Report
On
“Training and Development Program of Janata Bank Limited.”

Supervised By:

Mrs. Shaila Sarmin

Assistant Professor
Department of Management
Bangladesh University of Business and Technology (BUBT)

Prepared By:

Md. Salim Sarker

ID: 14152101056
BBA 36th Intake
Section 02
(Major in Human Resource Management)
Department of Management
Bangladesh University of Business and Technology (BUBT)

Date of submission:
 Letter of transmittal
Date:

Mrs. Shaila Sarmin

Assistant Professor

Department of Management

Bangladesh University of Business and Technology (BUBT)

Subject: Report on “Training and Development Program of Janata Bank Limited”.

Dear Sir,

It is great pleasure that you have given me an opportunity to submit my internship report on
“Training and Development Program of Janata Bank Limited” it is quite worthy to mention that
without your kind hearted guidance and cooperation, it would not be possible for me to
authenticate this report. I tried my best level to follow your instruction. I am pleased and grateful
to you.

I will be highly encouraged if you are kind enough to receive this report. If you have any further
enquiry concerning any additional information I would be very pleased to clarify that.

Thank you

Sincerely

……………………………..

Md. Salim Sarker

ID: 14152101056

Intake: 36th

Program: BBA

(Major in Human resource management)

Bangladesh University of business and technology

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 Student’s Declaration
I declare that the internship report entitled “Training and Development Program of Janata Bank
Limited.”, Embodies the results of my own research work, Prepared for Mrs. Shaila Sarmin,
Assistant Professor, Department of Management, Bangladesh University of Business and
Technology (BUBT), after completing 3(Three) months of internship period with Janata Bank
Limited.

I also declare that this report is my original work of my experience and prepared for academic
purpose which is a part of BBA program and in this paper, I used in actual scenario of the
organization, this report is not submitted by others in any other place.

----------------------------

Md. Salim Sarker

ID: 14152101056

Program: BBA, 36 Intake

Major in HRM.

Bangladesh University of Business and Technology (BUBT)

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 Certificate of supervisor
This is to certify that the internship report on “Training and Development Program of Janata
Bank Limited” has been submitted for the award of the degree of Bachelor of Business
administration (BBA), major in HRM from Bangladesh University of Business and Technology
(BUBT), carried out by Md. Salim Sarker of 36th intake bearing ID #14152101056, under my
supervision. I have gone through the report and found in to be a well written report, He has
completed the report by Himself.

He is permitted to submit the report.

--------------------------------------

Mrs. ShailaSarmin

Assistant Professor

Department of Management

Bangladesh University of Business and Technology (BUBT)

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 Acknowledgement
At first, Thanks to almighty Allah to make me able to prepare such type of report.

Secondly, I would like to express my sincere gratitude to my supervisor Mrs. Shaila Sarmin
Assistant professor of Bangladesh University of business and technology (BUBT), for this
motivating inspiration, kind direction, valuable and advices during my internship period and to
prepare this report. I could not to make this report properly without his help and guideline.

I am specially thankful to Md. Hafizur Rahman Molla, AGM& Head of Branch who allowed me
to understand the practical application of various aspect of human resource management guided
at every step to solve the difficulties that I faced during our internship period and Md. Alfar
Rahman, FAVP & Manager Operations who always helped to know about all works of human
resource management and to collect important information about HR department of Janata Bank
Limited.

Finally I would show my gratitude to all the employees of Janata Bank Limited who helped me
to prepare this report during this time.

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 Executive summary
Modern Banking is an outcome development driven by changing financial activities and
lifestyle. It offers‐the widest range of financial services specially credit, savings, and payment
services and performs the widest range of financial functions of any business firm in the
economy. By definition, bank collects deposits from the money holders and invests the
accumulated saving of the depositors in the form of credit and other financial services to the
clients. At one hand the bank pays interest at a higher rate from borrowers to Realize profit. So,
we find that money works both as the input and output of the banking industry. The important
feature of banking operation is to earn a good image of trustworthiness to deal with money of the
depositors.

Janata Bank is one of the recognized banks in our country. Commercial banks are one of the key
contributors in the economy of developing countries. The act as financial intermediaries by
performing of mobilizing the funds for one group and leading the same to another while making
a reasonable amount of profit after meeting the cost of fund. Banking sector in Bangladesh has
been pursuing the policy of expansion and growth of branches. People and the government itself
are very much dependent on the services provided by the 55 banks in the financial markets. To
know how well commercial banks perform actually. The banking practice of conventional
banking and Islamic banking is highly different from the concept.

The report is beginning introduced Introduction chapter. Then this report shows the banking
sector in Bangladesh. After that, the report represents Janata Bank Limited. Which shows the
organizational chapter, the establishment, mission, vision, objectives, the next chapter shows
main part of the report Training and Development Program of Janata Bank. The last chapter
shows findings of the study, Recommendations, conclusion and reference.
The broad objective of this report is to analyze the Training & Development Program of Janata
Bank Limited. The analysis part of this report helps to reveal their actual condition on training
and development program through the analysis based on practical aspect and analysis.
janata Bank Ltd provide effective training program. JBL should used in training is similar to the
materials found in workplace.

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 Table of Contents
Sl. No. Particulars Page no.
Chapter-1, Introduction

1.1 Origin of the report 2

1.2 Scope of the Study 2
1.3 Objectives of the Study 2
1.4 Methodology of the Study 3
1.5 Limitations of Study 5
Chapter Two: Overview of Janata Bank Limited
2.1 History of Janata Bank Limited (JBL) 7
2.2 Corporate Information 8
2.3 Organizational Hierarchy in Janata Bank Limited 9
2.4 Corporate Vision & Mission 10

2.5 Core Values & Slogan 10

2.6 Objectives and Aims of Janata Bank Limited 11
2.7 Corporate Culture 11
2.8 Departments of the Branch 12
Chapter Three: Theoretical aspects
3.1 Definition of Human Resource Management 14
3.2 Functions of Human Resource Management 14

3.3 Training and Development. 15

3.4 Basic objectives of training & development. 16

3.5 Importance of training & development 17

3.6 Steps of training & development 18

3.7 Staff development 18

Chapter Four: Training and development of Janata Bank Limited

4.1 Training need assessment process of Janata Bank Limited 20
4.2 Training method used in Janata Bank Limited 21
4.3 Training process of Janata Bank Limited 22
The training and Research Academy of Janata Bank Limited 23

4.4 Questionnaire Analysis on Study on Effectiveness of Training and 25-34

Development in Janata Bank Limited
4.5 Major findings 35
Chapter Five: Recommendations and Conclusion
5.1 Conclusion 37

5.2 Recommendations 37
Chapter

1
Introduction

 Origin of the Report

 Scope of the Report
 Objective of the report.
 Methodology of the report.
 Limitations of the report.

Introduction
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1.1Background of the Report
Janata Bank Limited is now well known and it’s containing 1200 branches. Out of them, 342 are
located in urban areas, 854 in rural areas, and 2 are located overseas. The scope of the report will
be limited to the organizational setup, training and development method, function and operation
of Janata Bank Limited in Bangladesh.

As I was sent to Janata Bank Limited, Mirpur-14 Branch, the scope of the study is only limited
of this branch. The report covers its Training and development of Janata Bank Limited. The
report also covers details about Janata Bank Limited.

1.2Origin of the Report

It is very important for all BBA students to engage in any organization for minimum three
months as an intern to gain practical knowledge, and after three months he/she has to submit an
internship report. The report is the outcome of the assigned internship suggested and guided by
my advisor Mrs. Shaila Sarmin.

The topic of my internship report is “Training and Development Program of Janata Bank
Limited” and I have completed my three months internship on Janata Bank Limited, Mirpur-14
Branch, and Dhaka.

1.2.1 Broad Objectives:-

• The broad objective of the study is to analyze the “Training and Development Program of
Janata Bank Limited”.

1.2.2 Specific Objective:-

• To identify the training need assessment process and training process of JBL.

• To analyze the methods of training and development program of JBL.

• To evaluate the training and development program of JBL.

• To identify the problems of training and recommend some measures to make it more
effective.

1.4 Methodology of the Report

To know the training and development process I have used questionnaire method. In
questionnaire section I have put only close ended questions those have been answered by the
employees and I have measured these answers in a rating scale so that, I can understand the
percentage of the employee overview.

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1.4.1 Research Design:
This is a descriptive type of research, which briefly reveals the training and development
program of JBL.

Sampling Design:
Population: Any employees of Janata Bank Ltd.
Sampling Technique: Non-probability convenience technique has been used to make for this
study.
Sampling size: Sample size is 15.
Questionnaire: For the purpose of my study I had designed a questionnaire. There are 8
questions in the questionnaire which is enclosed at appendix part of the report.

1.4.2 Types of data used

Mainly two types of data were used here.
Primary data
• primary data is the data, which is collected by the researcher directly by survey,
observation and experience. For exemple, if the researcher conducts a survey for the
collection of data, then it is known as primary data.
Secondary data
• Secondary is the data taken by the researcher from secondary sources, internal or
external. that means the data, which was collected and used previously for another
purpose is called secondary data.

1.4.3 Sources of data:

The sources of data of this report can be divided into two categories:

Primary sources of data:

Questionnaire Analysis

Secondary sources of data

• Annual report of Janata Bank Limited.
• Information about the organization from their company profile.
• Web sites of Janata Bank Limited etc.

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1.4.5 Data Analysis:
The data gathered from primary and secondary sources has been arranged orderly to get a clear
picture of training and development program of Janata bank Limited (JBL). The study includes
both qualitative and quantitative analysis. Quantitative questions were scaled with well-known
Likert method. In this study I used some computer software like Microsoft Office, Microsoft
Excels and Microsoft PowerPoint.

1.5 Limitations of study:

There is certain boundary to cover this study. To achieve the objective of the study through
knowledge about the organizational function especially Human Resource Management practices
of Janata Bank Limited.
Like any other articles and other theories, this study is not free from limitation. I have tried my
best level to overcome these limitations through extensive study, hard and sincere devotion to the
assigned duty. The major limitations are given below:

 Time constraint was a major drawback in the study.

 Another limitation of this report is the banking policy is not disclosing any information
earlier, which will publish in future.
 Large scale research was not possible due to access constraints.
 Relevant data and document collection were difficult to the organization confidentiality.

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Chapter

2
Overview of Janata Bank
Limited

 History of Janata Bank Limited

(JBL)
 Corporate Information
 Organizational Hierarchies in
Janata Bank Limited
 Corporate Vision & Mission
 Core Values & Slogan
 Objectives and Aims of Janata
Bank Limited
 Corporate Culture
 Departments of the Branch

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 Overview of Janata Bank Limited

2.1 History of Janata Bank Limited (JBL)

Janata Bank Limited is a banking company registered under the companies Act 1994 with its
Head office at Janata Bhaban110, Motijheel Commercial Area Dhaka-1000.

At the end of 2017 the Bank held Deposit BDT 649,440.78 million, Advance BDT 459,580.05
million with Authorized capital BDT 30,000 million and Paid-up Capital BDT 23,140 million.

Janata Bank Limited, a corporate body trusted over the years, the 2nd largest (in respect of
Deposits/Assets) commercial bank in Bangladesh, has been playing pivotal role in overall
financial activities of the country and is possessing a long heritage of discharging laudable
services to the society since her embankment immediately after the emergence of this verdant
rich alluvial soil as a sovereign, independent state.

JBL undertakes all types of banking transactions to support the development of trade and
commerce of the country. JBL’s services are also available for the entrepreneurs to set up new
ventures and BMRE of industrial units. The Bank gives special emphasis on Export Import,
Trade Finance, SME Finance, Retail Credit and Finance to Woman Entrepreneurs.

To provide clientele services in respect of international Trade it has established wide

correspondent banking relationship with local and foreign banks covering major trade and
financial centers at home and abroad.

The contribution of the Bank to the national economy and social reform has set standard bar so
high that others in this business can’t help aspire touching the benchmark of success earned by
JBL. More so a matter of great honour is that the contribution, commitment and success of the
Bank have been recognized with a number of prestigious awards by national and international
organizations of repute.

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2.2 Corporate Information

Name Janata Bank Limited

Genesis Janata Bank Limited, the 2nd largest State Owned Commercial Bank (SCB)
in Bangladesh, is playing pivotal role in overall financial activities of the
country. The Bank emerged as ‘Janata Bank’ by combining the erstwhile
United Bank Limited and Union Bank Limited under the Banks
Nationalization Order (President’s Order- 26) of 1972 and was restructured
as a limited company in November, 2007. Since inception in 1972 the Bank
has commendably contributed to the socio-economic development of
Bangladesh and helped structuring solid financial ground of the country as
well. Janata Bank runs its business with 912 branches across the country
including 4 overseas branches in United Arab Emirates.

Registered Address Janata Bhaban, 110, Motijheel Commercial Area Dhaka - 1000,
Bangladesh.
Legal Status Public Limited Company
Chairman Luna Shamsuddoha
CEO & Managing Director Md. Abdus Salam Azad (F.F.)
Company Secretary Hussain Yeahyea Chowdhury
Date of Incorporation 21 May 2007
Authorized Capital BDT 30,000 Million
Paid up Capital BDT 23,140 Million
Number of Employees 11,858 (As on 30.11.2018)
Phone +88 02-9560000, 9566020, 9556245-49, 9565041-45, 9560027-30

Fax 88-02-9554460, 9553329, 9552078

SWIFT JANBBDDH
Website www.jb.com.bd, www.janatabank-bd.com
E-mail md@janatabank-bd.com

Logo

Table 2.1Corporate information of JBL

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2.3Organizational Hierarchy in Janata Bank Limited:

The Management structure of Janata Bank Limited is given below with the chart:-

Figure 2.1Organizational hierarchy of JBL

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2.4 Corporate Vision & Mission
Vision: To become a leading banking institution and to play a pivotal role in the development of
the country and service so that sustainable growths, reasonable return and contribution to the
development of the country can be ensured with motivated and professional work-force. Janata
Bank’s aim is to satisfy customers with high quality service that reflects the global image as the
premier international bank, to become a leading banking institution and to play a pivotal role in
the development of the country.

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

2.5 Core Values & Slogan

Corporate Core value:-

Our Shareholders: By ensuring fair return on their investment through generating stable profit.

Our customer: To become most caring bank by providing the most courteous and

Efficient service in every area of our business.

Our employee: By promoting the well-being of the members of the staff.

Community: Assuring our socially responsible corporate entity in a tangible manner through
close adherence to national policies and objectives.

Corporate Slogan:-

Janata Bank always tries to serve better of its customer for that they serve in different ways.
Their slogan is “Your Partner for Growth”.

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2.6 Objectives and Aims of Janata Bank Limited
The main strategic aim and objective for the nearest period is a dynamic development of the
Bank and achievement of a qualitatively new level with the standards of the Basel Committee on
Banking Supervision. The development strategy of the Bank is based on the components, which
together will ensure strengthen of the financial and economic situation of the Bank and the
preservation of its credibility with its customers.

Objectives of Janata Bank Limited

 To remain one of the best banks in Bangladesh in terms of Profitability.

 To introduce a fully automated system through integration of Information Technology
 To establish relationship banking and improve service quality through development of
strategic marketing plans.
 To ensure an adequate rate of return on investment.
 To keep risk position at an acceptable range (including any of balance sheet risk).
 To maintain adequate liquidity to meet maturing obligation and commitments.
 To maintain a healthy growth of business with the desired image.
 To maintain adequate control systems and transparency in procedure.
 To ensure optimum utilization of all available resources.

2.7 Corporate Culture

Janata Bank is committed to their corporate responsibility toward the community. They allocate
some percentage of their profit for CSR practices each year. They have also taken numerous
initiatives towards social welfare and community development. They also donated-

 JBL donated crest and cheque to war wounded Freedom Fighter.

 JBL donated cheque for flood victim people
 JBL serves the people setting up a temporary eye treatment project
 JBL donates cheque& crest to meritorious student
 JBL donates computers to school student at saver.

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2.8 Departments of the Branch:
 Customer Care Department

 General Banking Department

 Cash Department
 Foreign Trade Department
 Investment Department
 Clearing Department
 Remittance Department

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Chapter

3
Theoretical Aspects

 Definition of Human Resource Management

 Function of Human Resource Management
 Training and Development.
 Basic objectives of training & development.
 Importance of training & development
 Steps of training & development
 Differences between Training and Development

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3.1 Definition of Human Resource Management
Human Resource Management is the process of recruiting, selecting, inducting employees,
providing orientation, imparting training and development, appraising the performance of
employees, deciding compensation and providing benefits, motivating employees, maintaining
proper relations with employees and their trade unions, ensuring employees safety, welfare and
health measures in compliance with labor laws of the land. 

Human resource management (HRM)is the strategic approach to the effective management of

people in an organization, so that they help the business gain a competitive advantage.

According to Gary Dessler:-"Human resource management refers to the policies and practices
one needs to carry out the people or human resource aspects of management position including
recruiting, screening, training, rewarding and appraising."
According to Edwin B Flippo ; HRM as “planning, organizing, directing, controlling of
procurement, development, compensation, integration, maintenance and separation of human
resources to the end that individual, organizational and social objectives are achieved.”

HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute effectively
and productively to the overall company direction and the accomplishment of the organization's
goals and objectives.

3.2 Functions of Human Resource Management

There are four function of HRM. Those are given below-

3.2.1 Acquisition
It deals with human resource planning, recruitment, selection and socialization of employees.HR
planning is a process by which an organization ensure that it has right types and kind of people at
the right time and right place , who are capable of doing their jobs effectively.

 Job analysis is process of gathering analyzing synthesizing information about job.

 Job design. It is the process or organizing work into the task required to perform a
specific job.
 Job enlargement. The process of expanding a job’s duties.
 Job enrichment process of enhancing job characteristics for increasing worker
motivation, satisfaction and productivity.

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3.2.2 Training& Development
It is a process of acquiring new skill to do the job properly. Training changes employees attitudes
and behavior. It include employees training education and career development.

 Ongoing retraining is necessary to accommodate technological changes.

 Development of employees is necessary to prepare organizations for future challenges.
 Career planning identifies path and activities for individual employees as they develop
within the organization.
 A career is the sequence of position that a person holds during his entire working life.

3.2.3 Motivation
Motivation function begins with the recognition that individuals are unique and the motivational
technique such as job satisfaction, employee performance appraisal and compensation must
reflect the needs of each individual.

 Assessing how employees perform their jobs is the focus of performance appraisal.
Employees may be appraised against absolute or relative standards.
 Compensation rewards people for performing organizational work through pay,
incentives and benefits. It is financial remuneration given by the organization to its
employees in exchange for their work.

The HR team, through its motivational program should seek to maximize employee retention
statistics, and instill a sense of bonding among the organization and the employees.

3.2.4 Maintenance
The fourth principle HRM function, maintenance of human resources, encompasses HRM
activities related to employee benefits, safety and health, and worker-management relations.

Employees benefits are non-incentive-oriented compensation, such as health insurance and free
parking, and are often used transfer non taxed compensation to employees.

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3.3 Basic objectives of training & development:
Training and Development objective, which should state the desire behavior and condition under
individual performance and program, can be measured.

 Improves the job knowledge and skills at all level of the organization.

 Help employee identify the with organization goal.

 Improves relationship between Boss and Subordinate.

 Proper guidelines for work.

 Provide information for future needs in all areas of the organization.

 Create an appropriate climate for growth and communication.

 Employees adjust with new change.

 Provide information for improving leadership knowledge, communication skills and attitude.

 Increase job satisfaction and regeneration.

 To improve the level of the skills, attitudes.

 To enhance the effectiveness of the org.

3.4 Importance of training & development:

 Organization’s get more effective decision making and problem solving.

  Develops sense of responsibility to the organization for being competent and
knowledgeable.
 Training reduces outside consulting cost by utilizing component internal consulting.
 Through the Training & Development, motivational variables of recognition, achievement,
growth, responsibility are internalized and operational zed
 Training & Development program increase job satisfaction and reorganization.

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3.5 Methods of training & development:
3.6.1 On the job Training

a) Job Instruction Training is received directly on the job, and so it is often called on the job
training. It is used primarily to teach workers how to do their current jobs.
b) Job Rotation: To cross train in the verity of the jobs, some trainers move a trainee from job
to job. Through the rotation is most often associated with hourly employees, it can used for
jobs on many levels within the organization.
c) Assistant to Position Employees with demonstrated potential are same times given the
opportunity to work under a second and successful manager, often in the different areas of
the organization.
d) Outdoor Training:  A trend in employee development has been the use of outdoor training.
The primary focus of such training is to trainees the importance of working together, of
galling as a team.
e) Committee Assignment can provide an opportunity for the employee to share in decision
making, to learn by watching others, and to investigate specific organization problem.

3.6.2 Off the job Training

a) Case Studies: attempts to simulate decision-making situations that trainees might find on

the job. The trainee will usually presented with a written or videotape history, key elements
and the problems or area or imaginary org. or submit. The written case study can be from a
few pages to 100 or more. A series of questions usually appears at end of the case. The
trainee must then make certain judgments and identify possible solution to the problem.
The learning objective is to get trainee to apply known concepts and solutions and discover
new ones.
b) Role Play: is an enactment of a scenario in which each participant is given a part to act
out .Trainees are provided with a description of the context-usually a topic area, a general
description of a situation, a description of a situation ,a description of their roles and the
problem they each face. For example, the topic area could be managing conflict and the
situation and might revolve around scheduling vacation days with the two parties in
conflict being the supervisor and subordinate.
c) Lectures: is an extensive presentation of information which the trainee attempts to absorb.
The lecture is typically thought of in terms of a person speaking to a group the trainees
about the topic. Lecture may also take the form of printed text. The only differences
between a straight lecture and the same material in print are the lectures control of the
speed at which material is presented, voice inflections and body language used to
emphasize points and the visual image of the lecturer.

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 d) Demonstrations: is a visual display of how to do something or how something work.
Shows the trainee how to perform the tasks of the job. To be effective, a demonstration
should at a minimum be accompanied by a lecture and preferably by a discussion.
e) Video & Films Using various media production to demonstrate specialized skills that are
not easily presented by other training method.

3.7Differences between Training and Development

Basis of Comparison Training Development

Training is a learning process
in which employees get an
Meaning opportunity to develop skill,
competency and knowledge as
per the job requirement.
Development is an educational
process which is concerned
with the overall growth of the
employees.

Term Short Term Long Term

Focus on Present Future
Orientation Job oriented Career oriented

Motivation Trainer Self

Objective To improve the work To prepare employees for

performances of the future challenges.
employees.
Number of Individuals Many Only one

Aim Specific job related Conceptual and general

knowledge

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3.8Training Need Assessment Process

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 3.9 Training and Development Process

Fig : Training and Development Process

3.8.1 Need Analysis

 Identify specific job performance skill needed to improve performance and
productivity.
 Analyze the audience to ensure that the program will be suited to their specific
levels of education, experience and skill as well as their attitudes and personal
motivations.
 Use research to develop specific measurable knowledge and performance
objectives.
3.8.2 Instructional Design
 Gather instructional objectives, methods, media and description of sequence of
content.

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  Make sure all materials, such as video scripts, leaders guide and participants work
book, complement each other and written clearly and blend into unified training
geared directly to the stated learning objectives.
 Carefully and professionally handle all program elements-whether reproduced on
paper, film or tape-to gurantee quality an effectiveness.

3.8.3 Validation
 Introduced and validate the training before a representative audience. Base final
revision on pilot results to ensure program effectiveness.

3.8.4 Implementation
 When applicable, boost success with a train-the trainer workshop that focuses on
presentation knowledge and skills in additional to training content.
3.8.4 Evaluation and Follow up
 In this step trainer collects the documents learners which is immediate reactions to
the training.
 After that they measures what learner have actually learned.
 Determine the level of improvement in job performance and assess needed
maintenance.

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 Chapter

4
Training and Development Program of
Janata Bank Limited

 Training need assessment process of Janata

Bank Limited
 Training method used in Janata Bank
Limited
 Training process of Janata Bank Limited
 The training and Research Academy of
Janata Bank Limited

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Training and Development Program of Janata Bank Limited

4.1 Training need assessment of Janata Bank Limited

This training needs assessment works best in small to mid-sized organizations. It will give you a
quick assessment of the training needs of an employee group .in a larger organization ,unless you
work with subsets of employees, the challenges is more4 difficult.
This training needs assessment helps you find common training program for a group of
employees.

1.Training facilitator gathers all employees: who have the same job in a conference room with a
whiteboard or flip charts and markers.

2.Ask each employees to write down their ten most important training needs. Emphasize that the
employees should write specific needs. Communication or team building are such broad training
needs, as an example that you would need to do a second training needs assessment on each of
these topics.

3.Then ask each person to list their ten training needs. As they list the training needs, the
facilitator captures the stated training needs on the whiteboard or flip chart.

4. Take time ,or schedule another session to brainstorm the needed outcomes or goals from the
first 3-5 training sessions identified in the needs assessment p4rocess.

5. Note that top one or two needs of each employee, may not have become the priorities for the
group. Try to build that top priority training opportunity into the employees personal
performance development plan.

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4.2 Training methods used in Janata Bank Limited

Methods are the ways which employees are trained. Janata Bank Limited uses several methods
of training process depending on the situation and training objectives. It can be two types:-
a) on the job training
b) off the job training

4.2.1 on the job training

a) Job rotation: This training method involves movement of training from one job to
another to gain knowledge and experience from different job assignment. This method
helps the trainee understand the problem of the employees.

b) Coaching: Under the method, the trainee is placed under a particular supervisor who
functions as a coach in training and provides feedback to the trainee

c) Job instructions: Also known as step by step training in which the trainer explains the
way of doing the jobs of the training and in case of mistakes, correct the trainee

d) Committee assignment: A group of trainees are asked to solve a given organizational

problem by discussing the problem. This helps to improve teamwork

4.2.2 off the job training

Off the job techniques include lectures, special study, films, television, conferences or
discussions, case studies, role playing, simulation, programmed instruction and laboratory
training. Most of these techniques can be used by small businesses although some may be too
costly.

a) Conference or discussion method: in JBL conference method is used for providing

sufficient knowledge to the operative by open discussion over a subject. Here by
discussion the identified solution is determined

b) Classroom lectures: JBL usually provides off the job training and also determine where
the training would take place. The classroom lectures training materials verbally and are
used when the goal is to present a great deal of materials to many people.

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 c) Counselling: the executives of JBL are often trained through the counselling. It is very
familiar method which is accepted by the top executive. Here the main focus of training
is to teach them through proper counselling by a well-equipped mentor.

4.3 Training Process of Janata bank

Human Resource Development activities aim at fulfilling the banks mission. One of southeast
Bank four major mission is to; “ provide service to our clients with the help to a skilled and
dedicated workforce whose creative talents, innovative action and competitive edge make our
position unique in giving quality service to all institutions and individuals that we care for”

Management of Janata Bank not only appreciates the need of skills required for day to day
banking but also realize the need of skill meet the national and global financial and economic
environment that are changing fast.

There are 4 stage of Janata Bank to training process. These are-

 Needs Assessment of training program
 Training design
 Training method
 Evaluation

4.4 The training and Research Academy of Janata Bank Limited

At the very beginning the bank laid the foundation by setting up an academic at head office
under human resource development division to human resource internally. Equipped with a
professional library, modern training aids, knowledge faculty and other facilities. The Academy
of the bank has been a leading one among the banks on private sector.

The Academy regularly conducts foundation course, specialized courses and seminars in
different areas of banking to take care of the professional banking needs. In addition, officers are
regularly sent to Bangladesh Institute of Bank management (BIBM) and Bangladesh Bank
training institute (BBTI) for professional training. Sending officers abroad for higher training is
Regular Feature .A research department also works in aid of HRD operational areas.
In the year 2008, The Academy has conducted 31 programmers including training, workshop and
seminar where a total number of 1059 executives and officers attended.

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4.5 Questionnaire Analysis

1.Do you have clear idea about the different methods of training and
development program of your organization?

A) Yes B) No

Particular No. of Percentage

Respondents
Yes 15 100%
No 00 00%

Ratio of Respondents

Yes
100%

Fig: Different methods of Training and Development Program of the organization

Interpretation ;Here total 15 respondents agreed with this statement. So it can be said that they
have clear idea about the different methods of training and development program of their
organization.

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Comment ; We can say that all employees have clear idea about the different methods of
training and development program of the organization.

2. Which of the following training & development methods Janata Bank Limited provides?

A) On the job

B) Off the job

C) Both (A&B)

Particular No. of respondents Percentage

On the job 0 0%
Off the job 0 0%
Both 15 100%

Fig: Training and development method .

Interpretation: From the graph it is found that 100% of the employees said Janata Bank
provides both on-the-job and off-the-job methods.

Comment: So that we can say that JBL following on the job and off the job methods.

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3. Training needs assessment is properly done to provide the training facility.

Particulars No. of Respondents Percentage

Strongly agree 0 0%

Agree 3 20%

Neutral 3 20%

Disagree 9 60%

Strongly Disagree 0 0%

Total 15 100%

Ratio of Respondants

Neutral
20%

Disagree
60%

Fig: Training and need assessment

Interpretation: - From the graph, it is seen that most of the employees disagree with the
statement that is 60% of the employees disagreed & 20% of them were agreed & 20% of them
were neutral with this view.

Comment: - So we can say that JBL does not appraise performance of employees properly
before and after training.

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4. Janata Bank Ltd arranges training program on time.

Particulars No. of Percentage

Respondents

Strongly agree 11 70%

Agree 3 20%

Neutral 1 10%

Disagree 0 0%

Total 10 100%

Ratio of Respondents

Agree
20%

Strongly Agree
70%

Fig: Training arranges program

Interpretation: From the pie chart we can see that 0% employees disagreed ,10% of employees
Neutral and 70% of employees strongly agreed for the Janata Bank arranges training program on
time.

Comment; - So that we can see that JBL arranges training program on time.

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 5.Employees are given motivational tools in order to motivate them to
attend the training.

Particulars No. of Percentage

Respondents

Strongly agree 0 0%

Agree 10 100%

Neutral 0 0%

Disagree 0 0%

Strongly disagree 0 0%

Total 10 100%

Ratio of Respondents

Agree
100%

Fig: Employees motivational tools

Interpretation: - From the chart, it is seen that 100% respondents agree that employees are
given motivation in order to motivate them to attend the training.

Comment: - Here we can reach at a statement that Janata Bank Limited provides motivation to
the employees in order to motivate them to attend the training.

6.The Trainers performance is satisfactory

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Particular No. of Respondents Percentage

Strongly Agree 0 0%
Agree 9 60%
Neutral 3 20%
Disagree 3 20%
Strongly Disagree 0 0%
Total 15 100%

Fig: Trainers performance satisfactory

Interpretation:

From the graph, it is seen that most of the employees agreed with the statement that is 60% of
the employees agreed & 20% of them were disagreed & 20% of them neutral with this view.

Comment: So we can say that the trainer’s performance of JBL is satisfactory.

7.Training & development program of JBL reduce employee turnover

Particular No. of Respondents Percentage

Strongly Agree 0 0

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Agree 3 50%
Neutral 4 30%
Disagree 8 20%
Strongly Disagree 0 0%
Total 15 100%

Fig:

Training and development program of JBL

Interpretation:

From the graph, it is seen that most of the employees agreed with the statement that is 50% of the
employees agreed & 20% of them disagreed & 30% of them were neutral with this view.

Comment:

So we can say that training & development program of JBL do not reduces employee turnover.

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8.The materials used in training is similar to the materials found in the
workplace

Particular No of Respondents Percentage

Strongly Agree 0 0%
Agree 7 50%
Neutral 4 25%
Disagree 4 25%
Strongly Disagree 0 0%
Total 15 100%

Fig: Materials used in training .

Interpretation: From the graph, it is seen that most of the employees agreed with the statement
that is 50% of the employees strongly agreed & 25% of them were disagreed & 25% of them
were neutral with this view.

Comment: So we can say that the materials used in training is similar to the materials found in
the workplace. But in some context they are not similar.

5.2 Major Findings:-

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1. They have clear idea about the different methods of training and development
program of the organization.
2. JBL following on the job and off the job methods.
3. that JBL does not appraise performance of employees properly before and after
training.
4. JBL arranges training program on time.
5. Janata Bank Limited provides motivation to the employees in order to motivate them
to attend the training.
6. The trainer’s performance of JBL is satisfactory.
7. Training & development program of JBL do not reduce employee turnover.
8. The materials used in training is similar to the materials found in the workplace. But
in some context they are not similar.

Chapter 33 | P a g e
 5

Conclusion and Recommendations

 Conclusion
 Recommendations

5.1 Conclusion

In this ever changing context of global banking business it is necessary to fine tune the
knowledge skill and behavior of the employees goals. Moreover it is not only the need of the
organization but also the concern they grow and enhance their experience for the betterment of
their career. Undoubtedly training and development is important tool to shape the behavior of the
employees. In this regard the objective base and performance driven activity of the training and
development program of Janata Bank Ltd is very well aligned with the organization goals and
helping a lot to achieve it. However, up to this stage the training and development program of
JBL is in moderate good position. It needs to be much more practical oriented and up-to-data
with the changing world. The study finally suggest some measures to overcome the problem.
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5.2Recommendations:-

1. JBL should appraise performance of employees properly before and after training.
2. JBL should used in training is similar to the materials found in workplace.

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 Bibliography
 Raymond A Noe,Training and Development (6th edition)
 (Prof. M.A.Akkas),Human Resource Management
 Annual Report of Janata Bank -2017-2018
 www.Janatabank-bd.com

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Questionnaire

I am….. the student of Bangladesh university of Business & Technology (BUBT) program BBA.
I am conducting a research on the topic “Training and Development Program of Janata
Bank”. So I need some information. I assure you this information only used for this report.
Your kind cooperation will be highly appreciated. Thank you.
General Information:
Name of Respondent:………………………………………………………….
Position/Designation:…………………………………………………………

1.Do you have clear idea about the different methods of Training and
development of your organization?
A) Yes B) No

2. Which of the following training & development method Janata Bank

Limited provides?
A) On the job
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 B) Off the job
C) Both (A&B)

The five points Liker scale of Questionnaire. Here ,

1. Strongly disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly agree

Sl No. Questions SD D N A SA
3 Training needs assessment is properly done to provide the
training facility.

4 Janata Bank Ltd arranges training program on time.

5 Employees are given appraisal in order to motivate them to

attend the training.

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6 The Trainers performance is satisfactory.

7 Janata Bank Ltd training & development program reduce

employee turnover

8 The equipment used in training is similar to the equipment

found in the workplace

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------The End----

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41