SAMARA UNIVERSITY

COLLEGE OF BUSINES AND ECONOMICS

DEPARTEMENT OF MANAGEMENT

PRACTICAL ATTACHEMNT REPORT ON COMMERCIAL BANK

OF ETHIOPIA BIBUGN BRANCH

PREPARED BY;LAMESGN ABEBAW

ID.NO. 1302651

SUMITION DATE;10/03/2016 EC

SAMARA ,AFAR ETHIOPIA

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ACKNOWLEDGEMENT
First of all, I would like to acknowledge “The Almighty”, the supreme authority of the universe.

This report is a product of hard study; query involves many people’s considerable attention to it.
Without their assistance, suggestion, direction, and co-operation preparation of this report would
have been impossible. So, I want to pay my gratitude to them.

I want to express my gratitude mainly to Samara University especially head of economics

departments and all staff of economics departments for giving me this chance for giving me
practical attachment reports.

Secondly I give grateful My honorable employers of Commercial Bank of Ethiopia BIBUGN

branch from time to time give me an appointment and suggest me to prepare this report that
finally made me possible to complete this report which is a partial requirement of the program to
prepare this attachment reports .

I also want to say Commercial Bank of Ethiopia manager Balelign Amiro helped me to manage
practical attachment report on Commercial Bank of Ethiopia.

Then I would like to thanks my parents who the bottom of my heartfelt.

Overall, I also grateful to all staff and officers employers of finance and cooperatives and my
sincerely Samara university for giving me this chance.

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Abstract
The report was written about DIGOTSION town Commercial Bank of Ethiopia BIBUGN branch
during my 15days practical attachment. This paper includes the report about the Commercial
Bank of Ethiopia performance to reaches on their cardinal issues in order to achieve their goals
and the background of DIGOTSION town. The organization has its own problem that hinders
their cardinal issues especially its visions. These problems are lack of the ability to satisfy
customer and shortage of budget to fulfill any activities in the organization. Besides this problem
the organization has a good strong side and the report includes about structure of organization
and how the organization was structure to reach on their cardinal issue.

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TABLE OF CONTENTS

Catalog
ACKNOWLEDGEMENT......................................................................................................................................... ii
Abstract............................................................................................................................................................. iii
CHAPTER ONE..................................................................................................................................................... 1
INTRODUCTION organizational report................................................................................................................. 1
1.1 Back ground of the organization........................................................................................................................1
1.2. ,nature owner ship and( TYPES OF ORGANZATION ).........................................................................................1
1.3. Goal and objectives of the organization............................................................................................................2
1.4 Structure of the organization.............................................................................................................................2
1.5.Position of the organization or institution..........................................................................................................3
CHAPTER TWO.................................................................................................................................................... 4
Strength, Weakness, Opportunity and Threat (SWOT) analysis of the organization..............................................4
2.1 Strength of the organization..............................................................................................................................4
2.2 Weakness of the organization............................................................................................................................4
2.3 Opportunity of the organization.........................................................................................................................4
2.4 Threat of the organization..................................................................................................................................5
2.5 Problem division or department or suggested solutions....................................................................................5
CHAPTER THREE: Activity Report........................................................................................................................ 6
3.1 My responsibilities and major activities.............................................................................................................6
3.2 Problems encountered on the job and remedial measures................................................................................6
CHAPTER FOUR................................................................................................................................................... 8
LESSONS,EXPERIANCES AND SKILS....................................................................................................................... 8
4.1 LESSONS............................................................................................................................................................. 8
4.2 EXPERIANCE......................................................................................................................................................8
4.3 Skills................................................................................................................................................................... 8
CHAPTER FIVE................................................................................................................................................... 11
SPECIFIC MANAGEMENT CONCEPTS.................................................................................................................. 11
5.1 Planning systems..............................................................................................................................................11
5.2 Recruitment methods......................................................................................................................................11
5.3 Selection methods............................................................................................................................................11
5.4 Induction /orientation......................................................................................................................................11
5.5 Placement........................................................................................................................................................ 12
5.6 Promotion methods.........................................................................................................................................12
5.7 Compensation methods...................................................................................................................................12
5.8 leadership style................................................................................................................................................12
5.9 cooperation’s................................................................................................................................................... 13
5.10 communicative method.................................................................................................................................13
CHAPTER SIX..................................................................................................................................................... 14
Conclusion and Recommendation...................................................................................................................... 14
6.1. Conclusion.......................................................................................................................................................14
6.2. Recommendation............................................................................................................................................14
Reference.......................................................................................................................................................... 16

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CHAPTER ONE
INTRODUCTION organizational report
1.1 Back ground of the organization
Commercial bank of Ethiopia was legally established in 1942. It is the leading
bank in Ethiopia to introduce modern banking system. Commercial bank of
Ethiopia is 100% government owned. It is also leading bank in Africa within asset
of 158.11billion as June of 13, 2013 G.C. The bank places a catalytic role in
economic progress in development of the country. Currently commercial bank of
Ethiopia has more than 7million account holders it is pioneer to introduce western
union money transfer service in early 1990s. In currently work is other 20 money
transfer agent like money gram, Atlantic international, x-press money and so, on. It
has 833 branches stretched across the country as June of 30, 2015.

BIBUGNBranch is one of the branch of commercial bank of Ethiopia which

established in DIGOTSION town. It has been established in 1963 it was located in
DIGOTSION town. Commercial bank of Ethiopia Bibugn Branch started working
within few employees but, currently there are 20 employees as June of 2010 and
13813 customers.

In general by adopting or accepting different modern working techniques

commercial bank of Ethiopia Bibugn Branch tries to achieve it is vision, mission
and to bring desire economic development in the country.
1.2. ,nature owner ship and( TYPES OF ORGANZATION )

CBE is a share company with more than 8895000 shareholders contributing birr 225.9

billion in paid-up capital and birr 6.8 billion in signed capital. The bank’s ability to work

together to develop a successful business venture and commercial bank service is reflected in its
diversified ownership.

CBE coined its name from the highest peak in Ethiopia, and aspires to be

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1.3. Goal and objectives of the organization
 OBJECTIVES

 Customer satisfaction and providing modern technology of speedy bank system.

 To shortens service delivery time for customer.
 To promote the culture of risk awareness.
 To identify the mechanism associated with credit collection and credit management in the
case of commercial bank of Ethiopia.
 Guide performers involved in the risk management process to identify ass or measure
control and measure control and monitor risk.
 It will conduct manually and the result will be interested by the percentages.

 GOAL

 Carry out extensible and sound institution transformation risks.

 Maintain price and exchange rate stability.
 Maintain adequate international reserves.
 Improve the soundness of the financial system.
 Create efficient payment system.

1.4 Structure of the organization

1.4.1 Vision of the organization
 To become world class commercial bank by the year 2025.

1.4.2 Mission of the organization

 The bank committed to best realize stock holders need through enhanced
financial inter mediation in global and supporting national development
priorities by developing highly motivated, skilled and disciplined employees
as well as the state of the art technology.
 The bank strongly believes that winning the public confidence is the basis of
it is success.
1.4.3 Values of the organization
 Integrity

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  customer satisfaction
 employee satisfaction
 learning organization
 team work and collaboration
 public trust
 value for money
 decentralization
 corporate citizenship

1.5.Position of the organization or institution

Currently the organization established with in short period of time then receive money from

customer and also opening account for customers. The Ethiopian banking industry is regulated by

the National Bank of Ethiopia and comprises two state-owned and 16 Governmentally-owned commercial
banks. The banking industry is one of the sectors with ownership restricted to Ethiopian citizens.

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CHAPTER TWO
Strength, Weakness, Opportunity and Threat (SWOT)
analysis of the organization
The commercial bank of Ethiopia Bibugn Branch is governmental organization has
its strength and weakness side there are also have good opportunities and threats
that speed up and retard the bank over all work process respectively.
2.1 Strength of the organization
 Strong corporation between management and employees
 By innovating new technology increase its profitability from time to
time
 Good efficiency and ethical conduct of staffs
 The organization makes good relationship with other local banks and
50 foreign banks
 It’s give training for its employees to improve their profession
 The bank has qualified and experienced management who done the
activity of the bank very well.

2.2 Weakness of the organization

 Some workers of the bank not give service to the customer properly
 Weak information and file management of some workers
 Sometimes there is big connection problem that makes customer angry
 There is some inefficient material like chair tables and computers for
trailing staffs

2.3 Opportunity of the organization

 The commercial bank of Ethiopia Bibugn Branch has very large number
of customers.

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  The development of infrastructure and investment in the country play
great role for the bank.
 Steady and fast growth of population is good opportunity for increase
bank customer.
 Availability of qualified work force in the market
 Development of information technology

2.4 Threat of the organization

If the organization follows the current organizational structure for the future may face the
following challenges.

 Volatility of currency
 Competitors share of the market (entrance of new private banks in to the market)
 Poor credit culture and know how about banking and its service within the society
 Spread of HIVAIDS and other vector disease decrease the number customer of the
bank
 Some new and revised regulation of the National bank of Ethiopia or government.

2.5 Problem division or department or suggested solutions

 The major problems that face the department are the following.
 There is a big internet connection problem or network problem, especially in the
first two weeks I started my practical attachment.
 There is inefficiency of some materials like chair, table and so on.
 Some workers have problems on their behavior and didn’t give proper service to
customer.
 Suggested solutions for the problems
 Asking concerned body to get enough networks that help to provide proper service
for customer.
 To solve the problems of inefficiency of materials by asking additional budget for the
department and purchasing this materials and make available for the department.
 Some misbehavior that disturb working condition and improperly, must be punished
according to rules and regulation of the organization.

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CHAPTER THREE: Activity Report
3.1 My responsibilities and major activities
 I have had some responsibilities and activities in organization during MY
practical attachment.
 Present on the time
 Working what manager ordered me
 I check the name, date and signature of the customer to be filled properly
 I opened account for customers by supporting employees
 I Gave different service for department and customers
 Protecting the office resource from damage
 Observing and attending working activities in the bank
 Observing customer satisfaction to service of the bank
 Giving suggestion for observing problems
 Asking on working activities and any other information about organization
questioned to me
 Consider what I have learned in the class with related to practical activities.

3.2 Problems encountered on the job and remedial measures

The major problems that I faced were the staff members are so busy so
that they don’t give me enough priority in the first week and not give all
responsibility confidently. The other problem was I have not got a chance
of doing the activities of the department individually.
This has its own effect on checking my effectiveness for the work. Due to
this reason I work with senior officer and assistant manager to share
experience and to check my effectiveness. Another problem was getting
information about the organization. In the first week there is little
information about the organization. They fear to give all information about
the company and accept the apparatus.
In general, the problems I have faced during my professional practice are as
follows:
 Firstly, the organization does not allow me to do this summer attachment
at their organization.

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 Secondly it takes to much time to adopt the organization environment,
rules and regulation.
 Third supervisor is very busy so that he cannot give full orientation to me
about the activity
 that I have going to perform completely and finally, the net work break up
and the Transportation is the main problem to me on this attachment.

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CHAPTER FOUR
LESSONS,EXPERIANCES AND SKILS
4.1 LESSONS
I have acquired a lot of benefits from practical attachment to my studies. Some of the relevance’s
of practical attachment are stated below:-
 Many operational part of the bank are related with theoretical knowledge that I acquired
from my study, so it enables me to develop my theoretical knowledge with practical skill.
 It helps me to apply knowledge I gained in the classroom.
 Practical work enables me to narrow the gap between theoretical knowledge and practical
skills related with my study.
 It enhances learning and understanding of issues relevant to a particular area of study.
4.2 EXPERIANCE
There are a lot of significant of practical attachments for the students, university and for
society. Some of the significance are listed below:-
 Practical attachment gives students the opportunity to apply the knowledge and skill they
have acquired on campus in a real-life work situation.
 It enables student to be familiar with practical work when they complete their academic
year;
 It develops student’s research making skill.
 It develops student’s skill to solve challenges or problem that they faced during academic
year or their practical work;
 It enables employers to recruit graduates familiarized with practical work
 It enhances employ ability skills of the students.
It helps students’ to develop decision making skills, critical thinking skills, increased confidence
and self-esteem
4.3 Skills
4.3.1 Practical skill
 I develop an ability to do a given work practically without any frustration.
 I Improved my ability of understand working procedure.
 I have known how to create good relation with
customers

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4.3.2 Theoretical skills
Speaking of the theoretical skills I have gained, I upgraded my theoretical skills by working in
cooperation with commercial bank of Ethiopia Semera branch employees. I gained the following
theoretical skills during the internship program.

 Reconciliation
 Auditing and digitals activity.
 Cashers activity

4.3.3 Inter Personal Communication Skill

During these fifty days I have been able to upgrade my communication skill to a whole new level
and gained confidence on how to ask different questions, to make discussion and decide.
 Use of interpersonal communication
 To understand the needs of others
 To make decision and solve problem
 To anticipate and predict behavior
 To improving formal communications

4.3.4 Team Playing Skill

During my stay in CBE BIBUGN branch, I have learned that, difficult to go ahead and do
something without having a strong team. Team work important because it can speed up
procedure and give good service more efficiently and allows goals to be reached in an efficient
and timely way.

4.3.5 Leadership Skills

During the fifty days in CBE BIBUGN branch, I have been able to upgrade my leadership skills
to a whole new level. To achieve leader ship skills, it requires high level commitment to learn
from each experience I face. I have observed that a good leader is well principal individual who
focuses on a common goal and eliminate excess fear and doubt from his employees and work for
a common good of all.

4.3.6 Work Ethics

I understood the effects of ethical problem related to work like impolite behavior, lack of
punctuality, disregard of rules and procedures and disrespect for the job. I see how to decline the
ethical problems on the productivity of the company.From this I can conclude that if one has

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good work ethics he will benefited and encourage others to do the same and at last benefit the
bank.
4.3.7 Entrepreneur Skills
Application of energy and passion towards the creation and implementation of new ideas and
creative solutions. Essential in gradients includes the willingness to take calculated risks in terms
of time, equity, or career, the ability to formulate an effective venture team; the creative skill of
building solid business plan; and finally, the vision to recognize opportunity where others see
chaos, contradiction and confusion

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CHAPTER FIVE
SPECIFIC MANAGEMENT CONCEPTS
5.1 Planning systems

Talent Management Department and Strategy Change Management shall be

responsible to prepare the annual human resource plan of the bank considering the
business need in collaboration with.
5.2 Recruitment methods
The Recruitment committee shall set pertinent criteria for the required vacancy. respective

Recruitment committee shall select qualified candidates from among applicants on the basis of
the qualification criteria determined for each vacancy. Recruitment committee shall decide the
final status of the candidate.

5.3 Selection methods

If the job applicants are less than 3, the HRM and respective department will decide whether to
continue the process or re-advertise it. Despite the above, when difficult situations occur, any
number of candidates can be invited for interview. Practical and/or written exam may be given
by the department in consultation with the concerned department to candidates when deemed
necessary. For positions requiring interview and written and/or practical exam, the result shall be
aggregated at weight of 70% and 30% respectively and for positions requiring the interview
only; the result shall have a weight of 100%

5.4 Induction /orientation

 Orientation shall be given to all new staff members.

 The orientation session will be organized by Talent

Development Director.

The orientation session shall cover:

A. Brief description of the historical background of the Bank;

B. The Bank's organizational structure;

C. Rights and obligations of the staff member and the Bank;

D. Attire/clothing;

e. Other relevant information/s

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 Inductions/Training shall be given to all new staff members.

The induction program shall be coordinated by HRM Division.

The induction programs shall be a briefing in on the policies &

procedures of the Bank by all concerned Departments.

5.5 Placement
 Placement refers to the process of connecting the selected person and th employer in order to

establish an ongoing employment relationship

 In CBE there is not get full information about placement candidates

5.6 Promotion methods

 Promotion shall be undertaken based on approved annual human resources plan, attrition,

transfer etc.

Promotion shall entitle a staff member to the benefits and remuneration that go with the

10position effective the date the staff member has reported on the new post.

 staff who promoted shall assume the post within the six months from the date he/she is

promoted.

5.7 Compensation methods

 Compensation is a systematic approach to providing monetary value to employees in

exchange for work performed. Compensation may achieve several purposes assisting in

Compensation is a systematic approach to providing monetary value to employees in

exchange for work performed. Compensation may achieve several purposes assisting in

recruitment, job performance, and job satisfaction.

 in CBE there is full information about compensation methods of employees. such

as; increasing salariy ,holiday additional bouns payment, to payment loan profitless

recruitment, job performance, and job satisfaction.

5.8 leadership style

 Leadership in business is the capacity of a company's management to set and achieve

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challenging goals, take fast and decisive action when needed, outperform the competition,

and inspire others to perform at the highest level they can.

 In CBE there is not get full information about leadership style.

5.9 cooperation’s
 an act or instance of working or acting together for a common purpose or benefit; joint

action. more or less active assistance from a person, organization, etc

5.10 communicative method

 Is based on the level of hierarchy then it have upward and downward communication from

upper level to lower level and lower level to upper level

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 CHAPTER SIX
Conclusion and Recommendation
6.1. Conclusion
This summer practical attachment was conducted at commercial bank of Ethiopia
in Gojam at Bibugn branch. Generally the main objective of this practical training
was to determine how the theoretically
learned courses are applied in the real world and I am able to know to what
Extent theories are implemented in this bank. I practice my full time in
commercial bank of Ethiopia Bibugn branch. The report includes historical
background of the organization, Structure and its present existence, its objectives,
mission, Vision and values.
Of course, practical attachment is important . It's significance and applicability of
the theories and others in class on the practical work environment. Practical
attachment is also important for the student because, it Improve our awareness
about practical working environment: reduce the problems after Graduation
increases our future working interest and etc.

As we discussed the organization has their own problems that affect the
objectives, mission, Vision and goals of branch has many problems among them
 Lack of skill labor force and budget
 Lack of modern equipment’s like computers, printers, cash counter and so on.
On the other hand, there is also favorable condition in the organization that helps
to achieve it Objectives effectively and efficiently. This is the opportunity,

In general, commercial bank of Ethiopia contributes the economic development in

banking Sector, especially developing the culture of saving in the cognition of
society. Create job opportunities for skilled and unskilled employees and getting
foreign exchange. I observed that how the member in the organization is
favorable related to my study? Because of this and
Contribute to the organization as much as possible and even if there was problem
during the attachment. I take direct and possible solution for the problem. The
organization helps for me in acquiring knowledge as well as experience for my
study.
6.2. Recommendation
 I recommend that universities should create favorable practical program for
students

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 Through with different organizations. At present this sector has got big
concentration from the government.
 As discussed in the main part of the report there are many problems in the
 Considering be these problems. I try to recommend my best solution as
follows:-
 New employees should hired to reduce the load of work in the
organization.
 the organization should create awareness inside the society to increase its
customer’s
 Size and to develop the habit of saving of the society.
 It’s better if the government buys service car for the bureau.
 It must have improve its customer handling system more than what
competitors do and
 To get the highest public trust.
 To attract more qualified workers the appraisal system should be based on
the appraisal
 Standard & the employee performance

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 Reference
 from written document in the bank
 from employee of the bank
 Manager and vice manager
 Staff member generally
 የኢትዮጵያ ንግድ ባንክ ሁሌም የሚተማመኑበት ባንክ ነዉ !!!

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