ific final

Chapter-1

IntroductionBank is the life-blood of the modern economy. Bank is a financial institution, which deals with

the money of the people. There are different types of banks like Central bank, Commercial bank,

Savings bank, Investment bank, Merchant bank, Co-operative bank etc. when we use the term

bank it generally means ‘Commercial Banks’ which collect the deposit from the surplus unit of

the society and then lends the deposits to the deficit units. Trustworthiness is the main

prerequisite to establish a bank. Banks are playing major role to the economic development of

the country through the creation of savings, mobilization of savings through lending in the

profitable sectors. Besides these two activities, now a days banks are providing various service to

its clients. Specially, assistance in foreign exchange, discounting bills, creation of loan deposit,

collection and payment of money on behalf of clients, purchase and sale of shares and securities,

under-writing shares and debentures, safe custody of money and wealth, money transfer,

counseling and issue of bank solvency certificate etc. All these activities help an economy to

grow faster. People i.e., the employees of the organization do all these activities. In a bank, there

are some critical things to understand. For this reason, highly educated, efficient and dedicated

personnel are required to run a bank in this competitive era. So, Human Resource Management

(HRM) is very important to every organization including banks. The success of every

organization depends on human resources. Therefore, employees must be qualified and

motivated enough to achieve the mission and vision and to create and retain competitive position

in the market

1.1 Background of the report:

It is an obligatory requirement of BBA students to be attached to an organization to gain

practical knowledge about the administration and other related issues. This process is called

internship. My internship is completed at IFIC bank Ltd, Nayapaltan branch. After the

completion of the internship, an internship report is needed to be prepared and submitted to the

supervisor. That is why this report is prepared, as part of the academic requirement.

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1.2 Statement of the problem:

It is not possible to run any organization without man. So every organization has men or Human

Resource. Dealing with Human Resource (HR) is never an easy task to do. To manage and

develop them successfully, the Human Resource Management (HRM) activities are very

important to every organization. The importance of HRM is also the same in the banking sector

or even may be even more than any other organization. As a student of Management my focus

goes to the management issues, particularly on HRM issues in the banking sectors in

Bangladesh. Therefore my study navigated toward the problem and prospect of IFIC bank Ltd.,

Nayapaltan branch. Especially I have focused problems associated with the HRM policy of bank,

job satisfaction level of the employees, compensation, promotion, training, organizational

cultures etc.

1.3 Objective of the study:

The main objective is to analyze HRM prospects and to find the different problems associated

with different HRM activities. Specially:

• To find out different problems of HRM activities

To judge the employees’ job satisfaction level

To seek different problems of the employees in the banking sectors

To identify the reasons for which the problems are created

To search ways to solve the problems of the organization

To provide suggestions to solve problems of the employees and the banks

1.4 Limitations of the study:

Nothing is beyond limitations. Everywhere and in every task there must have some sort of

limitations. I also faced some problems at the time of preparing my internship report as well.

The limitations are:

Lack of availability of data

Shortage of time

Company’s restrictions to disclose all information

Perceptual difference of the employees to measure job satisfaction

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Chapter-2:

Methodology

2.1 Variables Covered:

HRM issues have been described in this report. History of the IFIC bank Ltd, its profile,

organizational structure, hierarchical positions of the employees, compensation, selection and

recruitment procedures, welfare program, training procedures, promotion, punishment,

performance appraisal methods, employee participation, career counseling, internship policy, and

all HRM related issues have been analyses here. A sample survey report about job satisfaction of

employee and other HRM issues of the IFIC bank Ltd., Nayapaltan Branch has been analyzed

here.

2.2 Sampling Design:

A survey has been conducted based on the collected data about the employees from the IFIC

bank Ltd., Nayapaltan Branch to measure the job satisfaction level of the employees working in

the banking sectors more particularly in the IFIC bank Ltd., Nayapaltan Branch. A sample of 27

people has been collected for analysis. Data has been statistically analyzed after collecting the

data.

2.3 Methods of collecting data:

a) Primary sources:

•A sample survey of the 22 people from IFIC bank Ltd, Nayapaltan Branch

• Guidelines and suggestions from Internship supervisor Prof. Mr. Altaf Jalil

•Interviewing with the bank officials, specially the various officers of IFIC Bank Ltd.,

Nayapaltan Branch & IFIC academy.

b) Secondary Sources:

• Annual reports of IFIC Bank Ltd

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•Different Published Booklets of IFIC Bank Ltd

•Different books

•Various published documents

•Various information from company’s website

2.4 Analytical tools used

Statistical analytical tools such as Mean, Standard Deviation, and Coefficient of variation,

sampling design are used in the report.

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Chapter-3

Company Profile

3.1 Profile

International Finance Investment and Commerce Bank Limited (IFIC Bank) is a banking

company incorporated in the People's Republic of Bangladesh with limited liability. It was set up

at the instance of the Government in 1976 as a joint venture between the Government of

Bangladesh and sponsors in the private sector with the objective of working as a finance

company within the country and setting up joint venture banks/financial institutions abroad. The

Government held 49 per cent shares and the rest 51 per cent were held by the sponsors and

general public. In 1983 when the Government allowed banks in the private sector, IFIC was

converted into a full-fledged commercial bank. The Government of the People’s Republic of

Bangladesh now holds 35% of the share capital of the Bank. Leading industrialists of the country

having vast experience in the field of trade and commerce own 34% of the share capital and the

rest is held by the general public.

3.2 Bank's Mission

The bank’s Mission is to provide service to their clients with the help of a skilled and dedicated

workforce, whose creative talents, innovative actions and competitive edge make their position

unique in giving quality service to all institutions and individuals that IFIC care for.

IFIC Bank Ltd. is committed to the welfare and economic prosperity of the people and the

community, for they drive from them our inspiration and drive for onward progress to prosperity.

It wants to be the leader among banks in Bangladesh and make their indelible mark as an active

partner in regional banking operating beyond the national boundary.

In an intensely competitive and complex financial and business environment, IFIC Bank Ltd.

particularly focuses on growth and profitability of all concerned.

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3.3 Background of IFIC Bank Limited

During 28th January 1965 The Eastern Banking Corporation inaugurated its operation in East

Pakistan as a commercial bank. After 6 months of its inauguration it has got the status of

Schedule Bank. It was the first Bengali Owned commercial Bank. After liberation the Eastern

Banking Corporation was changed by name as IFIC Bank Ltd. During 1972, it was taken under

national ownership. At that time it’s paid up capital was 69.13 crore and profit figure was 42

lakhs. During September 1983 it was privatized under Privatization Act. At that time its deposit

was 231.03 crore and profit figure was 5.06 crore. Till 2002 its number of branch stands to 198

and its paid up capital was 100 million. 95% of its shareholder is public and rest of share holds

by Government. The bank earned ever-highest operating profit during the year 2002 among all

private banks of Bangladesh (except Islami Bank BD Ltd.). The bank earned an operating profit

of Tk. 131.18 crore during the year 2002.

International Finance Investment and Commerce Bank Limited (IFIC Bank Ltd.) is a banking

company incorporated in the People’s Republic of Bangladesh with limited liability. It was set

up at the instance of the Government in 1976 as a joint venture between the Government of

Bangladesh and sponsors in the private sector with the objective of working as a finance

company within the country and setting up joint verdure banks/ financial institutions abroad. The

Government held 49 percent shares and the rest 51 percent were held by the sponsors and general

public. In 1983 when the Government allowed banks in the private sector IFIC was converted

into a full-fledged commercial bank.

The Government of the People’s Republic of Bangladesh now holds 34.34 % of share capital of

the Bank. Reputed business people of the country having vast experience in the field of trade and

commerce and the general public own the rest of the share capital of the Bank.

3.4 Milestones in the development of IFIC BANK

1976 - Established as an Investment & Finance Company under arrangement of joint venture

with the govt. of Bangladesh.

1980 - Commenced operation in Foreign Exchange Business in a limited scale.

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1982 - Obtained permission from the Govt. to operate as a commercial bank.

- Set up its first overseas joint venture (Bank of Maldives Limited) in the Republic of

Maldives (IFIC's share in Bank of Maldives Limited was subsequently sold to Maldives

Govt. in 1992)

1983 - Commenced operation as a full-fledged commercial bank in Bangladesh.

1985 - Set up a joint venture Exchange Company in the Sultanate of Oman, titled Oman

Bangladesh Exchange Company (subsequently renamed as Oman International

Exchange, LLC).

1987 - Set up its first overseas branch in Pakistan at Karachi.

1993 - Set up its second overseas branch in Pakistan at Lahore.

1994 - Set up its first joint venture in Nepal for banking operation, titled Nepal Bangladesh

Bank Ltd.

1999 - Set up its second joint venture in Nepal for lease financing, titled Nepal Bangladesh

Finance & leasing Co. Ltd. (which was merged with NBBL in 2007)

2003 - Overseas Branches in Pakistan amalgamated with NDLC, to establish a joint venture

bank: NDLC-IFIC Bank Ltd. subsequently renamed as NIB Bank Ltd.

2005 - Acquired MISYS solution for real time on-line banking application.

- Core Risk Management implemented.

2006 - Corporate Branding introduced.

- Visa Principal and Plus (Issuer and Require) Program Participant Membership obtained.

2008 - Observing 25th Anniversary of Customer Satisfaction.

2009 - 64 Branches offering Real Time On-line banking facility.

Source: Web site: <ntth://www.ificbankbd.com/>

3.5 Management Structure

The twelve members of the Board of Directors are responsible for the strategic planning and

overall policy guidelines of the Bank. Further, there is an Executive Committee of the Board to

dispose of urgent business proposals.

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Besides, there is an Audit Committee in the Board to oversee compliance of major regulatory

and operational issues.

The CEO and Managing Director, Deputy Managing Director and Head of Divisions are

responsible for achieving business goals and overseeing the day to day operation.

The CEO and Managing Directors are assisted by a Senior Management Group consisting of

Deputy Managing Director and Head of Divisions who supervise operation of various Divisions

centrally and co-ordinates operation of branches.

Key issues are managed by a Management Committee headed by the CEO and Managing

Director. This facilitates rapid decisions.

There is an Asset Liability Committee comprising member of the Senior Executives headed by

CEO and Managing Director to look into all operational functions and Risk Management of the

Bank.

3.6 Composition of the Board

Unlike other banks in the private sector, Board of Directors of the Bank is a unique combination

of both private and Government sector experience. Currently it consists of 14(fourteen)

Directors. Of them nine represent the rank and status of Joint Secretary/Additional Secretary

represents the Government. Managing Director is the ex-officio Director of the Board.

Here enclose the current list of Board of Directors of IFIC Bank Ltd.

Designation Number of Directors

1. Chairman

2. Directors

3. Government Director

4. Managing Director

01

07

03

01

Total 12

3.7 Board of Directors

01. Mr. Mohammad Lutfar Rahman, Honourable Chairman

02. Mr. Abu Tahir Mohammad Golam Maruf, Honourable Director

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03. Mr. Aminur Rahman, Honourable Director

04. Mr. Syed Anisul Huq, Honourable Director

05. Mr. Mohammed Nayem Syed, Honourable Director

06. Mr. S.M. Faruqi Hasan, Honourable Director

07. Mr. Tanim Noman Sattar, Honourable Independent Director

08. Mr. Mahmudul Huq Bhuiyan, Honourable Director

09. Mr. Arastoo Khan, Honourable Director

10. Mr. Syed Monjurul Islam, Honourable Director

11. Mr. Mohammad Ali Khan, Honourable Director

12. Mr. Mosharraf Hossain, Managing Director


3.8 IFIC Management Committee

01. Mr. Mosharraf Hossain, Managing Director

02. Mr. Mohammad Abdullah, Deputy Managing Director

03. Mr. A.K.M. Mozharul Hoque, Senior Executive Vice President & Company Secretary

04. Mr. Syed Zahidul Islam, Senior Executive Vice President & Head of Human Resources

Division

05. Mr. S.M. Abdul Hamid, Senior Executive Vice President & Head of Finance and Accounts

Division

06. Ms. Zaitun Sayef, Senior Executive Vice President & Head of Training & Research Division

07. Mr. Shaikh Rashid Ahmed, Executive Vice President & Head of Treasury & International

Banking Division

08. Mr. Narayan Chandra Roy, Executive Vice President & Head of Internal Control and

Compliance Division

09. Mr. Fariduddin Al Mahmud, Executive Vice President & Head of Corporate Banking &

Marketing Division

10. Mr. Wakar Hasan, Executive Vice President & Head of Credit Risk Management Division

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11. Mr. Md. Abul Hossain, Executive Vice President & Head of Corporate Communication and

Support Service

12. Mr. Md. Ruhul Amin, Executive Vice President & Head of Remedial Asset Management

13. Mr. Gopal Chandra Guha Roy, Senior Vice President & Head of IT

14. Mr. Md. Ataur Rahman, Senior Vice President & Chief Anti Money Laundering Compliance

Officer

3.9 Financial Position 2009:

IFIC BANK LIMITEDProfit and Loss Account

For the year ended December 31, 2008

2008 2007INCOMEInterest income

Taka Taka 3,515,483,197 2,346,781,999

2,774,571,822 1,896,541,082 Less: Interest paid on deposits, borrowings, etc.

Net Interest Income 1,168,701,198 878,030,740

Income from Investment 691,437,620 874,123,199 442,911,096 2,430,784

569,526,765 754,827,143 291,334,496 806,234,009

Commission, exchange and brokerageOther operating IncomeCapital gainTotal operating Income 3,179,603,897 3,299,953,153

Salaries and allowances 933,701,010 191,858,248 2,559,040 46,276,778 513,500 45,188,275 69,284,885 4,590,000 1,348,000 148,544,175

924,533,262 182,253,843 5,253,932 49,015,059 463,100 63,993,380 353,757,391 2,580,000 1,348,000 137,075,614

Rent, taxes, insurance, lighting and travellingLegal expensesPostage, stamp, telegram and telephoneAuditors' feeStationery, printing and advertisementCharges on loan lossManaging Director's salaryDirectors' meeting fee

Repair, maintenance and depreciation of assets

Other expenses 113,429,288 76,751,627 Total operating expensesProfit before provision

1,557,293,199 1,797,025,208 1,622,310,698 1,502,927,945

Provision for adv.,other assets & off balance sheet 305,000,000 38,000,000

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itemsProfit before tax

Provision for tax:Current taxDeferred tax

1,317,310,698 1,464,927,945 660,000,000 500,000,000 642,581,879 17,418,121

504,731,725 (4,731,725)

Profit after tax for the year 657,310,698 964,927,945 Retained Profit brought forward 167,245,466 166,018,800 AppropriationsStatutory reserveRetained earningsEarnings Per Share (EPS)

824,556,164 1,130,946,745 263,462,140 292,985,589 561,094,024 837,961,156

49.00 71.93

3.10 Capital Reserves

IFIC Bank has been consistently maintaining the ‘Capital Adequacy Ratio’, as prescribed by

Bangladesh Bank. This has been made possible by a policy of building up both capital and

reserves. It started with an Authorized and paid-up Capital of Tk. 100 million and Tk. 63.20 and

Tk. 1341 million respectively in 2008.

3.11 Joint Venture Operation Abroad

1. Oman International Exchange LLC (OIE)

2. Nepal Bangladesh Bank Limited (NB Bank)

3. Nepal Bangladesh Finance & Leasing Limited.

4. NIB Bank Limited (formerly NDLC-IFIC Bank Limited). Pakistan

5. Bank of Maldives Limited


3.12 Domestic Branches

The branches of the Bank cover all the important trading and commercial centers in Bangladesh.

At present it has 79 branches within Bangladesh, in addition IFIC Bank has operated two SME

centers in the year 2008. 62 branches are equipped with on-line facilities. Steps are underway to

open new branches in important locations in the country during 2010.

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3.13 Drawing Arrangement for Inward Foreign Remittance

To facilitate inward foreign remittance in Bangladesh, special focus has been given on

establishment of drawing arrangement. IFIC has both Draft Drawing Arrangement and

Electronic Fund Transfer (EFT) arrangement with different Exchange Companies and Banks.

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ecently IFIC has introduced direct Cash Payment Service, Money Gram, X-press Money &

Banca Popular Di Sondio, Italy and wall Street Finance LLC.

3.14 IFIC Having Drawing Arrangement with Banks:

• Oman International Exchange LLC- Oman.

Placid N.K. Corporation, USA

Multinet Trust Exchange LLC, Dubai, UAE

Al Fardan Exchange, UAE

Coinstar Money Transfer (CMT), UK

Money Gram Payment Systems, Inc, USA

Seylan Bank PLC, SriLanka.

Xpress Money Services Ltd., UK

Banca Popular Di Sondio, Italy.

Wall Street Finance LLC

3.15 Level of Management of IFIC Bank Ltd.

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Board of Director

Managing Director

Executive Level

SEVP, EVP, SAVP & FVP.

MID Level Management

SVP, FVP, VP, SSO, SO & OG-I.

Lower Level Management

Office Asstt. Sec. Staff Driver, OG-II, Cash officer & Computer Officer.

3.16 Organization Hierarchy of IFIC Bank Ltd.:

Managing Director

Deputy Managing Director

Assistant Managing Director

General Manager

Deputy General Manager

Assistant General Manger

Senior Principal Officer

Principal Officer

Senior Officer Grade - i

Officer Grade - ii

3.17 Three Departments of the Branch:

Generally, there are three departments in a bank. These are-

i) General banking,

ii) Advance &

iii) Foreign Exchange

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Function of general banking department

G B

E A

N N

E K

R I

A N

L G

1 Cash Section

2 Accounts Opening Section

3 Cheque Clearing Section

4 Remittance Section

5 FDR Section

6 Accounts Section

7 Establishment Section

Functions of Advance section involves in providing various credit facilities to the borrowers.

General credit facilities and the interest rate are stated below.

CreditInterest Rate

a. Overdraft i. Against FDR

ii. Against Share

3% & Above the rate allowed on FDR.

14.50%

b. Cash Crediti. Hypothecation

ii. Pledge15.50%15.50%

c. Demand Loani. Secured

ii. Unsecured15.50%15.50%

d. Loan Against trust Receipts 15.50%

e. Payment Against Document15.50%

f. Loan Against Import Merchandise15.50%

g. Inland Bill Purchase15.50%

h. Foreign Bill Purchase 15.50%

Foreign Exchange Department deals with the import, export, & opening of LC etc.

3.18 Product’s Of IFIC Bank Limited

Consumer Financing

Easy Loan( Secured Personal Loan)

Consumer Durable Loan

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Parua (Education Loan)

Thikana (House Building Loan)

Peshajebi Loan (Loan For Professional)

Flexi Loan (Personal Loan):

i) Any Purpose Loan.

ii) Marriage Loan.

iii) CNG Conversion Loan.

iv) Home Renovation/ Interior Decoration Loan.

v) Medical Loan.

vi) Holiday Loan.

Small Enterprises Financing

Easy Commercial Loan.

Retailers Loan.

Transport Loan.

Possession Right Loan.

Possession Right Loan.

Contractor’s Loan.

Letter of Guarantee.

Working Capital Loan.

Letter Of Credit.

Loan Against Imported Merchandize

Loan Against Trust Receipt.

Bidder’s Loan

Project Loan.

• Muldhan Loan.


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3.19 Correspondent Banks

COUNTRY Correspondent Swift Address Currency

• U.S.A Standard Charted Bank, New York SCBL US 33 Us Dollar

U.S.A MSHQ US 33 US DOLLAR

U.S.A HSBC Bank USA, New York MRMD US 33 Us Dollar

U.S.A American Express Bank Ltd. New York AEIB US 33 Us Dollar

HONG KONG Mashreq Bank psc. Hong Kong MSHQHKHH Us Dollar

U.K Standard Charted Bank, London SCBL GB 2L Us Dollar

U.S.A City Bank N.A., New York CITIUS 33 Us Dollar

U.S.A J.P. Morgan Chase Bank N.A., New York CHAS US 33 Us Dollar

U.K. Standard Chartered Bank, London SCBL GB 2L Gb Pound

U.K. H.S.B.C. Bank plc, London MIDL GB22 Gb Pound

SWITZERLAND UBS AG., Zurich UBSW CH ZH Swiss Franc

JAPAN Bank of Tokyo-Mitsubishi, Tokyo BOTKJPJT Japanese Yen

GERMANY Hypovereins Bank AG, Munich HYVE DE MM Euro

GERMANY Commerz Bank AG, Frankfurt COBADEFF Euro

GERMANY JP Morgan Chase Bank AG, Frankfurt CHAS DE FX Euro

CANADA HSBC Bank Canada, Toronto HKBCCATT Canadian Dollar

INDIA Sonali Bank, Kolkata BSONINCC Acu Dollar

INDIA State Bank of India, Kolkata SBIN IN BB 106 Acu Dollar

INDIA Standard Chartered Bank, Kolkata SCBL IN BB CAL Acu Dollar

INDIA American Express Bank Ltd., Kolkata AEIB IN DX CAL Acu Dollar

INDIA AB Bank Ltd., Mumbai ABBL IN BB Acu Dollar

INDIA The Hongkong & Shanghai Banking Corporation, Mumbai HSBC IN BB Acu

Dollar

INDIA ICICI Bank Ltd., Kolkata ICICINBBCTS Acu Dollar

SRILANKA Nations Trust Bank Ltd., Colombo NTBC LK LX Acu Dollar

NEPAL Nepal Bangladesh Bank Ltd. Kathmandu NPBBNPKA Acu Dollar

BHUTAN Bank of Bhutan, Phuentosoling BHUBBTBT Acu Dollar

PAKISTAN NIB Bank Ltd., KarachiNIBPPKKA Acu Dollar

AUSTRALIA J.P.Morgan Chase Bank, SydneyCHAS AU 2X Australian Dollar

AUSTRALIA HSBC Bank Australia Ltd., Sydney HKBA AU 2X Australian Dollar

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3.20 Information about the Branch:

Naya Paltan Branch

Orchard Plaza, 71, Naya Paltan (1st Floor), Dhaka

Phone: 8361338, 8311851

Mobile: 01713229831; Fax: 8317263

Employees in the branch:

SL. NO. Description No. of Employees

01 Male 16

02 Female 11

Total 27

Branch Management Issue

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Branch Manger(EVP)

Loan & advanceDepartment(AVP)

Foreign exchangeDepartment (AVP)

General banking department(AVP)

Accounts sectionGrade-1Officer

Term loanSectionGrade-1Officer

RecoverySectionGrade-1Officer

House buildingSectionGrade-1Officer

CASHSectionGrade-1Officer

Computer

SectionGrade-1Officer

ImportSectionGrade-1Officer

ExportSectionGrade-1Officer

Foreign Rmt.SectionGrade-1Officer

Source: IFIC Bank Ltd. Nayapaltan Branch

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Chapter-4

Literature Review

4.01 Preview of HRD

Human Resources Development is focused on recruitment and in-house training for both on the

job and off the job Bank staff members through the Bank’s Academy. IFIC Bank Academy – the

oldest institution in the private sector – was conceived of as an in-house training center to take

care of the training needs of the Bank internally.

Academy is fully equipped with a professional library, modern training aids and professional

faculty. Library has about 4941 books on banking, economics, accounting, management,

marketing and other related subjects.

Main training activities consist of in-depth foundation programmes for entry level Management

Trainees. Specialized training programmes in the areas like general banking, advance, foreign

exchange, marketing and accounts etc. are also organized by the Academy depending on need.

Frequently outreach programmes are organized to meet demand for new and specialized skills.

During its 23 years of existence, Academy not only conducted courses, workshops and seminars

as required by the Bank, but it also organized training programmes for the Bank of Maldives,

Nepal Bangladesh Bank Limited and Oman International Exchange LLC. In addition, Academy

has also the credit of organizing system of Bank of Maldives.

In addition to conducting courses internally, The Academy also selects candidates for

nomination to various courses conducted by distinguished training organizations in the country

including Bangladesh Bank Training Academy and Bangladesh Institute of Bank Management.

The Academy also re-designs its courses, programmes etc, regularly to meed the requirement of

new skills arising out of various directives, guidelines of the Central Bank and significant

changes in the banking sector from time to time.

My internship report is on the Human Resources Management (HRM) issues in the banking

sector in the light of the IFIC bank Ltd. So literature review is focused on the HRM

terminologies.

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Human Resource Management (HRM): The set of organizational activities directed at

attaining, developing and maintaining an effective workforce.

4.02 Why Is Human Resource Management (HRM)?

It is not possible to run any organization (whether it is small or large) without people/ Human

Resources. Organization must satisfy its employees to achieve its objectives. It is not possible

without Human Resource Management (HRM). HRM is important for:

Hiring capable/ right employees for the organization

Motivating employees

Retaining capable employees

Taking steps for guarding high employee turn-over

Orientation, training and development of the employees

Placing employees in the right jobs

Maintaining good relation among the organizational members

Developing team sprit, cooperation & morale of the employees

Delegating the authority & responsibility among the subordinates

Controlling administration human resources of the organization

Major Human Resource Management (HRM) activities are:

Job analysis

Recruitment & Selection

Orientation, Training and Development

Compensation Management

Job evaluation

Performance appraisals

Motivating Employees

Communication

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Needs analysis

Instruction Design

Validation

Implementation

Evaluation & Follow-up

4.03 Human Resource Management (HRM) Terminologies:

Job analysis: A systematic procedure for collecting and recording information about the jobs.

Compensation: Compensation is what employees receive in exchange for their work including

their pay and benefits.

Recruitment: the processing of attracting capable individuals to apply for the job that is open.

Internal Recruitment: Internal Recruitment considers current employees as applicants for

higher-level jobs in the organization.

External Recruitment: People are collected from outside the organization to apply for the jobs.

Employment tests: Employment tests are the devices that assess the probable match between

applicants and job requirements.

HRM selection: selection is the choosing capable employees both the job and organization.

Training: Teaching operational or mechanical employees how to do the jobs for which they are

hired.

Development: Teaching managers and professionals the skills needed for both present and

future jobs.

Training and Development process:

Training and Development Methods: Assigned readings, behavior modeling, case discussion,

conference, Lectures, on the job training such as job rotation etc.

Job evaluation: An attempt to asses the worth of each job relative to other jobs

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Assess trend in:External labor marketCurrent employeesFuture organizational plansGeneral economic condition

Predict Demand

Forecast internal supply Forecast external supply

Compare future demand and internal supply

Plan for dealing with predicted shortfalls or over staffing

Performance appraisals: A formal assessment of how well an employee is doing his or her

jobs.

Benefits: Benefits are the things of value other than financial compensation that an organization

provides to its workers.

4.04 Human Resource planning

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Chapter-5:

Analysis & Findings

5.01 HRD & Research Division:

There is department for HRD & Research at the head office of the IFIC Bank Limited. This

department consists of the following sections:

Human Resource Development

Academy

Research

Library

5.02 The Academy

At the very beginning, the bank laid a foundation by setting up an academy at Head Office under

Human Resource Division to develop human resource internally. Equipped with a professional

library, modern training aids, professional faculty and other facilities, the Academy of the bank

is a leading one among the banks in private sector. The Academy regularly conducts foundation

courses, specialized courses and seminars in different areas of banking to take care of the

professional needs. In addition, officers are regularly sent to Bangladesh Institute of Bank

Management (BBIM) and Bangladesh Bank training Academy for professional training. Sending

officers abroad for higher training is a regular feature. A Research Department also works in aid

of HRD and other operational areas. The Academy has to its credit the experience of conducting

several courses for the officers of the Bank of Maldives (BML) and Nepal-Bangladesh Bank

Limited. In addition, it built up the training system for the Bank of Maldives Limited.

The academy activities

IFIC Bank Academy, established in 1983 as in- house training institution, takes care of

the training need of the employees of the Bank. The objectives of the Academy are to:

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Make available skilled and dedicated workforce within shortest possible time by reducing

time required for on-the-job training;

Develop understanding about low and practice of banking through foundation training.

Impart technical skill to the operational level officers through case studies/practical

experience/demonstration/ project visit for efficient operations;

Develop analytical & decision making skills of the officers;

Develop understanding about human/conceptual skill and organizational cultures;

Impart managerial skills to groom future Executives and to keep existing Executives up-

to-date with national and international environment.

Types of Programs

For fresher’s, Foundation Courses on elementary knowledge of banking are organized.

Specialized Courses on the areas like Credit, Foreign Exchange, Accounts, Inspection, marketing

etc. are meant for officials working in those areas. Senior level courses are run on specific

knowledge area. Certain courses are a blend of different knowledge areas. In addition, certain

priority programs are also being conducted by the Academy. These include program on Anti-

Money Laundering, new skills required to perform new jobs.

5.03 Approaches to Training

Training conducted by the Head Office:

Head Office uses off-the job training namely Lectures, Conference, Workshop, Management

Game, Role playing, Behavior Modeling and Case Study etc.

Training conducted by the Branch:

Branches use on-the job training namely job rotation, Coaching/ under study approach, direct

supervision by the senior managers.

The Academy holds need-based training courses/workshops/seminars etc. which are finalized by

HRD Division in consultation with various departments and senior Executives at Head Office.

Training inputs are constantly reviewed/ modified for achieving the Bank’s objectives.

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Methods in training include:

Discussion Lecture

Workshop Case study

Games Role play

Film show Simulation

Group work & presentation project visit and so on.

On-The-Job Training

Foundation courses have two parts: theoretical training in the Academy and job rotation. The

officers on probation are requested to undergo both in a period of one tear. During this period,

three-phased training program is effective. On theoretical training in, say, General Banking the

officers are required to undergo rotation in General banking activities under the supervision of

the HRDD. Similar process is followed in case of Credit & Foreign exchange. They report to the

HRDD weekly about the progress in rotation when problem-oriented discussion takes place for

better understanding.

Faculty

THE Academy has built up a pool of professional trainers within the Bank. In addition to

permanent and professional trainers, speakers are drawn from operational side so that on-the-job

experience may be exchanged and shared. Over and above, speakers from Central Bank,

professional training institutions, universities, research organizations, and Govt. organizations

are also invited to share views and experience. Senior and retired bankers are also regularly

invited to enhance effectiveness of training.

Library

The Academy has a good collection of books, journals, magazines. The books are mainly on

subjects like Banking, Economics, Accounting, Management and Marketing etc. as on

December31, 2006 the library had 5,461 books/titles. The books are issued to the employees

usually for one month. In 1988, the Academy undertook steps to build up Mini Libraries at all

26

the branches outside Dhaka with a view to helping the employees with books and reading

materials for updating and upgrading their knowledge.

Branches are supplied with books /journals etc. for their Mini Libraries from time to time.

5.04 Workforce

Total manpower stood at 2,014 as on December 31, 2006. Out of them 1430 were officers and

584 were non-officer employees. The number of female employees in the Bank on the date was

275. Growth in workforce of the Bank from 1983 to 2006 is given below:

Growth in Workforce

Table: 5.1

Year Officer Staff Total

1983 61 35 96

1985 264 89 432

1990 512 480 992

1995 964 601 1565

2000 1151 549 1700

2005 1415 575 1990

2006 1430 584 2014

2007 1507 614 2121

2008 1610 647 2257

Sources: IFIC Bank Academic Calendar 2009

Gender-wise workforce growth

Table: 5.2

Year Male Female Total

1983 80 16 96

1985 406 26 432

1990 918 74 992

27

1995 1433 132 1565

2000 1512 188 1700

2005 1717 273 1990

2006 1739 275 2014

2007 1760 293 2053

2008 1872 334 2206

5.5 Monthly Compensation Paid To the Employees

Total monthly compensation includes Basic salary; House rent allowances, Conveyance allowance, Medical allowance, Entertainment allowances, Telephone.

Monthly Compensation*: Table No.:5.3

*Most of the salary figures may differ from actual amount

Source: IFIC Bank Ltd. Nayapaltan Branch

5.6 Benefits of the Employees

House building loans:

28

No. Designation of the Employees Total Monthly compensation in takaAbbreviation Elaboration

01 MD Managing Director 400000 Approx.02 SEVP Senior executive vice president 10000003 EVP executive vice president 7500004 SVP Senior vice president 6880005 EVP Executive vice president 6035006 VP vice president 5415007 SAVP Senior assistance vice president 4270008 FAVP First assistance vice president 3860009 AVP Assistance vice president 3450010 SSO Senior staff officer 2830011 SO Staff officer 2360012 G-1 Officer grade-1 1990013 PO Provisionary officer 1800014 G-2 Officer grade-2 1310015 CASH/COMP Cash/Computer officer 1069016 OA(SG) Office assistance(security guard) 800017 O. ASSTT. Office assistance 700018 DRIVER Driver 650019 SS Security staff 520020 O. ATT. Office attendance 4850

Eligibility for getting loans: Minimum 5 years working experience in the bank

Amount of loan: Basic × 150

Rate of interest: Bank Rate + 1% at present it is 6+1=7%

Repayment Time: 20 years

Age: below 40

Car loan:

Eligibility: From AVP level

Minimum Amount: TK. 500000.00

Rate of interest: Bank Rate + 1% at present it is 6+1=7%

Repayment: In 5 years

The Bank & the employee will jointly bear insurance Premium & yearly fitness expense for 5

years.

When an employee takes a car loan, he will get following facilities from the bank:

Driver’s salary: TK. 5000.00

Maintenance cost TK. 8000.00 will be deducted as a repayment installment for 5 years, and

employee will get TK. 8000.00 in hand after 5 years for maintenance in each month.

Provident Fund:

Provident fund forms from the 10% of basic pay band 10% from the bank for all permanent

employees. Employees can take loan from the bank against provident fund.

Insurance Facilities:

IFIC Bank Ltd. has an insurance contract with the Ptogati Life Insurance Llimited for each

employee.

Health insurance

It is for the employees + their spouse + two children.

29

Each insured member shall be limited to a maximum amount of TK.60000.00 hospitalization fee

for each Plan year except for Major Disease Treatment. In case of Major disease viz., myocardial

infraction (Heart attack), stroke, Coronary artery surgery etc, which are stated in the insurance

contract. The total reimbursement of hospitalization expenses shall be limited to TK. 200000.00

per annum.

Group insurance of the employees

Benefit payable 100% of sum Assured: For the loss of both hand or both feet or Sight of the

Both eyes or One Hand and One Foot or One Hand and Sight of One eye or One Foot and Sight

of One eye.

Benefit payable 50% of sum Assured:

One Hand or One Foot or One Sight of One eye

Family Planning Incentive (FPI):

Under this scheme in the event of death of a 4th class married employee (i.e., office Attendant,

Security Staff, Driver) while he/she leaves behind at least one but not more than two children, an

additional sum equivalent to 25% will be paid with the original sum.

Sum Assured Table: 5.4

Category Designation Sum Assured TK

I MD 1500000

II DMD 1200000

III SEVP,EVP,SVP,FVP,VP 800000

IV SAVP,FAVP,AVP 600000

V SSO,SO,GR-1,PO 400000

VI GR-2,cash/ computer officer 250000

VII Office Assistance, OA (SG) 150000

VIII Office Attendant, Security Staff, Driver 100000

Gratuity: There is gratuity facility for the employees

Source: Insurance Contract from IFIC Bank Ltd. Nayapaltan Branch

30

5.7 Other HRM Issues

Leaves:

Leave for amusement:

Annual 15 days leave with pay

+ TK. 17500 cash allowance AVP level, SSO level TK. 15000, and more for higher ranked

employees.

Leave for Sickness:

60 days with pay

More than 90 days without pay

Maternal Leaves for Women:

75 days with pay two times in of her life

More than Two times will be without pay

Promotion:

Minimum two years for promotion

For G-2 officers, Minimum 1.5 years for promotion

For Provisionary officers, Minimum 1 year for promotion

Two Methods of evaluation for promotion:

1. Annual confidential report (ACR) scored by the immediate supervisor.

2. Interview marks

Both marks are added together to prepare list for promotion.

Termination of employment

Anti-moral activities

Fraud & forgery

Putting bank in a financial loss due to dishonesty & negligence

31

Lay-off: There is No lay-off system in the bank.

Entry-Level Position & Minimum Qualification:

External Sources:

Provisionary officers: Minimum graduate

Grade-2 officers: Minimum graduate

Cash or computer officers: Minimum graduate

Below the Above level: Minimum Class-VIII

Internal Sources:

Other senior posts are filled by the internal sources except some technical or specialized field.

Motivation:

Bonus from the overall profit

Better score in the Annual Confidential Report (ACR)

Trade Union: There is no trade union in the private commercial bank

5.08 Survey Report

Purpose of the Survey:

The purpose is to collect information about job, measure the job satisfaction of the employees &

to prepare an internship report about HRM issues in the banking sectors in the light of the IFIC

bank Ltd. A questionnaire has been prepared & distributed among employees. I have taken 27

samples from of IFIC bank Ltd., Nayapaltan Branch, Dhaka. Data has been analyzed in this

section.

Analysis of the survey:

1. Total Sample: 27

2. Age-wise sample:

Table: 5.5

32

Age Below 20 20-30 30-40 40-50 50-60Number of employees

01 5 13 6 2

Figure: 5.5

Below 20 20-30 30-40 40-50 50-60

Number of persons

1 5 13 6 2

2.5

7.5

12.5

15

13

6

2

Age-wise sample

Number of persons

Age

Number of persons

3. Officers and Staffs:

Number of Officers: 21 & Staffs: 06.

4. Grade-wise sample:

Designation VP AVP SSO SO G-1 G-2 Com./cash OS(SG) OA

Number 1 1 3 4 3 4 5 3 3

5. Male- female Ratio:

Male: Female = 16:11

6. Duration of employment:

Years 0-10 10-20 20-30Number of employees 15 11 1

7. Why do they choose job in the banking sector?

a) High remuneration b) Easy job

c) Comfortable environment d) Challenging job

e) Other, please specify: ……………

Reasons a) High remuneration

b) Easy job C) Comfortable environment

Challenging job

Number of employees

1 2 16 10

33

8. Why do they choose job this bank?

a) Highly paid b) Easy to develop career

c) Better performance d) Better HRM policy

e) Other, please specify: ………………

9. How do they feel about their job?

a) Pleasant b) Unpleasant c) Indifferent

5.8.1 Statistical analysis of the job Satisfaction

10. Your satisfaction level in the bank job:

a) Very high b) high c) moderate d) Low e) very low

Table No: 5.6

Figure: 5.6

a b c d e

0

5

10

15

Job satisfaction level of the employees

No. of employees

Satisfaction level

Number of employees

34

Reasons a) Highly

paid b) Easy to develop career

c) Better performance

d) Better HRM policy

e)Others

Number of employees

5 6 12 3 2

Reasons a) Pleasant b) Unpleasant c) IndifferentNumber of employees

17 0 10

Reasons a) Very high

b) high c) moderate d) Low e) very low

Number of employees

2 9 14 01 01

Analysis of the figure:

a stands for very high level of job satisfaction.

b stands for high level of job satisfaction.

c stands for moderate level of job satisfaction.

d stands for low level of job satisfaction.

e stands for very low of job satisfaction.

Here, out of 27 employees:

Two employees have very high job satisfaction.

Nine employees have high job satisfaction.

Fourteen employees have moderate level job satisfaction.

One employee has low level job satisfaction.

One employee has very low level job satisfaction.

Most of the employees have moderate level of job satisfaction.

Calculation of Mean:

Here, score is given based on the satisfaction level of the employees:

Score: Table: 5.7

Criteria scorea Very high 5b High 4c Moderate 3d Low 2e Very low 1

The value of mean says about the average job satisfaction level of the employees.

The formula of Mean (X):

Mean (X) = ∑ X N

Table: 5.8

Here, the mean(X) = ∑ X

N

35

1 2 3 4 5 = (3×4)No. Criteria Score No. of

employeesScore × No. of

employees01 a) very high 5 2 1002 b) high 4 9 3603 c) moderate 3 14 4204 d) low 2 1 205 e) very low 1 1 1

Summation ( ∑) ∑=27 ∑=91

= ∑ 91 27

=3.37

Here, the value of mean is 3.37. The value lies in between 4 & 3 i.e., high satisfaction &

moderate satisfaction. Now it can be said that the most of the employees are satisfied. Their

satisfaction level is more than moderate. So, it is good for the employees & the Banks as well.

Calculation of the Standard Deviation:

Standard deviation says about the homogeneity of the data. The standard deviation should be as

low as possible. Lower standard deviation indicates higher reliability of the data.

How is Standard deviation calculated?

Dividing the square value of the mean deviation by the total number of Samples (N), we can get

variance (σ2).

Standard deviation (σ) is the square root of the variance.

The formula of standard deviation (σ):

Standard deviation (σ): √ ∑(X-X)2 N

Table No: 5.9

1 2 3 4 5 6

(3-5)

7

(3−5)28

(7×4)

No. Criteri

a

Score(X) No. of

employees

(N)

Mean (X-Mean) (X- Mean)2 (X-Mean)2×N

1 a 5 2 3.37 1.63 2.66 5.31

2 b 4 9 3.37 .63 .40 3.57

3 c 3 14 3.37 -.37 .14 1.92

4 d 2 1 3.37 -1.37 1.88 1.88

5 e 1 1 3.37 -2.37 5.62 5.62

Summation Employees 27 ∑(X-X)× N = 18.30

36

Standard deviation (σ): √ ∑(X-X)2×N N

= √ 18.30

27

= √.677

σ = .82

Here, Mean (X) is 3.37 and standard deviation σ = .82. Standard deviation very lower than the

mean (X). So, data is reliable and decision will be more appropriate here.

Calculation of the Coefficient of Variation (CV):

Coefficient of Variation (CV) says about the percentage deviation of standard deviation from the

Mean.

Coefficient of Variation (CV): σ × 100

Mean (X)

= .82 × 100

3.37s

= 82

3.37

= 24.33 %

Here, the Coefficient of Variation (CV) is 24.33%. The Coefficient of Variation (CV) should be

less than 50% to be better & reliable data. Since Coefficient of Variation (CV) is 24.33%, data is

more reliable & consistent.

11. Most pleasurable thing in this bank job:

According to the Employees of the branch:

Different employees identify different things. The Branch manager & VP has said about

“Relationship development”; AVP has said about “Interaction with various types of clients.”

37

And others have said about comfortable family environment (eight employees), Easy job,

comfortable job, Satisfaction in work, High remuneration, Customer Service, interpersonal

relation, Highly outside & inside personal relation development.

12. Your satisfaction level in the bank:

a) Very high b) high c) moderate

d) Low e) very low

13. Your relationship with your organization members:


d) Low e) very low

14. Most difficult things in the bank job:

According to the Employees of the branch:

Different employees identify different things. The Branch manager & VP has said about

“Borrower handling”; AVP has said about “Keeping everybody satisfied.” And others have said

about over stay, no difficult, long time working, marketing (deposit target to open account), Risk

management, to secure the bank, to trust someone, to tackle borrowers undue benefits

15. Most pleasurable thing in this branch:

The Branch manager & VP has said about “All officers are cooperative”; AVP has said about

“Nothing noticeable to mention.” And others have said about desk job, friendly environment,

good interpersonal relation (most of the employees), mutual assistance etc.

38



Number of employees

1 12 12 1 1



Number of employees

10 14 3 0 0

16. Your satisfaction level in training:

a) Very high b) High c) moderate d) Low

17. Educational qualification (last):

a) Lower than SSC b) SSC c) HSC

d) Graduate e) post graduate

18. Are you satisfied with the culture of this branch?

a) Yes b) No c) indifferent


Number of employees 20 03 04

19. Are you satisfied with the HRM policy of the bank?


Satisfaction a) Yes b) No c) indifferent


20. Special suggestions to improve the bank or branch:

The suggestion given by the employees are:

39


b) high c) moderate d) Low


Reasons a) Lower than SSC

b) SSC c) HSC d) Graduate

e) post graduate

Number of employees

5 0 0 8 14

The Branch Manager & VP has said about “Staff motivation by management.” AVP has said

about “Better policy for the changing scenario and also adopt farther automation like on line

banking.” Others employees have said about promotion exercise must be done every year, to do

what is good for the banking sectors, timely promotion, better customer service, to increase

salary plus other benefits, to establish day care center, service delivery first, proper training the

officers & staffs, and management should be careful about staff motivation.

5.9 Findings

IFIC bank Ltd. has capable workforce to compete with others.

In banks, especially in the senior position, experienced & educated employees are

required.

Remuneration is high in the bank.

Most of the employees are satisfied in the bank.

Working environment in the bank is healthy & fine.

Employee welfare program has insurance facility, loan facility, provident fund

transportation & house rent allowances, and gratuity etc.

Interest rate is very low for the employees.

Training methods: lectures, assigned reading, & job rotation are used & good.

Employees are very sincere.

Employees have to remain vigilant all times & employees will be liable for their

mistakes.

Promotion depends on the performance & Annual Confidential Report (ACR) scored by

the immediate supervisor + interviews score.

Interpersonal relationship & communication are good.

It is very stressful job. Especially employees have to reconcile the accounts

cash/clearing/transfer every day.

Bankers sometimes have to work more than eight hours in a day without any

remuneration.

Bonus is also paid on the basis of overall profitability of the banks

Average Job satisfaction level is more than moderate i.e., 3.37 out of 5

40

Chapter-6

Recommendations & Conclusion

6.1 Problems and Recommendations

41

Problem: Bank job is very challenging and stressful, especially in the top-level position.

Suggestion: Organization should take initiative to motivate its employees to work more and to

achieve its objectives and to take steps to remove stress and to manage stress in the job.

Problem: In the bank job, handling the borrowers is a very difficult task. When any borrower

comes in the bank and does not get any loan from the bank due to legal requirement procedure of

the bank, In this case customers may want to do undue influence to the bankers. They sometimes

threaten the bankers for getting loan from the bank.

Suggestion: employees should be highly trained to manage and understand the clients about the

matter properly to create a positive image about the bankers, and to protect bankers from the

threat of the clients.

Problem: Keeping everyone is a very difficult task in the organization.

Suggestion: It can be solved practicing sincerity and patience among the employees.

Problem: This bank has not yet started on line banking/SMS/mobile banking.

Suggestion: Bankers should take policy to cope with the problems of environment/technological

change. Bankers should initiate highly automated system for the benefits of the clients, earning

more profit and reputation as well.

Problem: Overstaying in the in the workplace is boring and monotonous for the employees.

Suggestion: Banker should initiate overtime allowances for the employees.

Problem: Sometimes, promotion is delay because of certain reasons in the banks.

Suggestion: Timely promotion will make employees motivated and dedicated, and will increase

the performance of the bank and employees as well.

Problem: Sometimes, employers use nepotism and favoritism at the time of employment and

promotion of the employees.

Suggestion: Bankers must absolutely eliminate the above from the workplace.

Problem: There is no allowance/honorarium for the internship students in the bank.

Suggestion: Company should initiate internship policy and use internee students to do the work.

Bank should provide some honorarium for the internship students. It will raise the status &

increase positive impression about the institution, and solve the problem of manpower shortage.

Problem: Marketing activities especially deposit target to open account is a difficult task.

42

Suggestion: Bank should increase the Salary/allowance/incentives to do its works, to reach

better position, and satisfy employees.

Problem: Risk management is very difficult task in the bank.

Suggestion: Bankers should properly train the employees to handle risk management issues

effectively & efficiently

Suggestion: Service delivery should be first.

6.2 Conclusion

Banks play important role in the modern economy; Humana Resources Management (HRM)

issues play an important role in every organization and in the banks. No organization can achieve

its goals or can be good, until or unless it satisfies employees. Human Resources/ organizational

members play the role of the crew who convert goals into the reality. In the banking sector,

highly educated & strategic personnel are required to create a competitive position & to retain it

for the long time. Training, principle of equality, job satisfaction, and career development are

important in the bank. In the IFIC bank Ltd. The job satisfaction of the employees is more than

moderate. Most of the employees are satisfied here. Bank is also satisfied with its employees.

Bank’s salary is high but not highest in comparison with other commercial banks. Still

comfortable working environment, good interpersonal relationship, and the benefits of the

employees of the IFIC bank limited are also satisfactory. It has been operating since 1983 and it

is a first generation private sector commercial in Bangladesh. It has retained its competitive

position because of its performance and Employees has made the performance of the origination.

Bank’s employees, promotion, & selection will be good and it will get sincere, qualified, &

dedicated employees, if its employee selection procedure remains free from nepotism,

favoritism, and reference in all levels of management. Finally, bank must introduce modern

banking system, adopt new technology, initiate new product, and train its employees

properly to do their job and keep employee satisfied. Bank’s performance is good for its satisfied

employees. Bank is on the right track. Bank’s HRM policy is of course better, it has been able to

satisfy its employees.

43

Chapter-7

References

44

1. Werther, William B. and Devis, Keith, Human Resource Management, 5th edition

2. Griffin, Rikey W., Management 5th edition

3. Lesikar, Raymond V. and Pettit, john P., Business Communication, 6th edition

4. Academic calendar 2009, IFIC Bank Limited

5. Different documents of the IFIC Bank Ltd. taken from Academy & the Branch

6. web site: www.ificbankbd.com

Appendix

01. Sample questionnaire used for the survey

45

Department of Management Studies

Faculty of Business Studies

University of Dhaka

Questionnaire about HRM issues of IFIC bank Ltd.

Purpose of the Study: The purpose is to help a BBA student to prepare an internship report

about HRM issues in the banking sectors in Bangladesh in the light of the IFIC bank Elephant

Road Branch, Dhaka.

1. Name: …………………….

2. Designation: ……………..

3. Age: ……………….

4. Gender: …………..

5. Duration of employment: ……………………..

6. Duration of employment in this bank: ………………..

7. Why do you choose job in the banking sector?

a) High remuneration b) Easy job

c) Comfortable environment d) Challenging job

e) Other, please specify: ……………

8. Why do you choose job this bank?

a) Highly paid b) Easy to develop career

c) Better performance d) Better HRM policy

e) Other, please specify ………………

9. How do you feel about your job?

a) Pleasant b) Unpleasant c) Indifferent

10. Your satisfaction level in the bank job:

a) Very high b) high c) moderate d) Low e) very low

11. Most pleasurable thing in this bank job:

………………………………………………..

46

12. Your satisfaction level in the bank:


d) Low e) very low

13. Your relationship with your organization members:


d) Low e) very low

14. Most difficult things in the bank job:

………………………………………………

15. Most pleasurable thing in this branch:

………………………………………………

16. Your satisfaction level in training:

b) High c) moderate d) Low

17. Educational qualification (last):

a) Lower than SSC b) SSC c) HSC

d) Graduate e) postgraduate

18. Are you satisfied with the culture of this branch?


19. Are you satisfied with the HRM policy of the bank?


20. Your special suggestions to improve the bank or branch

02. Abbreviations Used

47

48

SL. No. Abbreviation Elaboration01 IFIC International finance investment &

commerce02 MD Managing Director03 SEVP Senior executive vice president04 EVP executive vice president05 SVP Senior vice president06 EVP Executive vice president07 VP vice president08 SAVP Senior assistance vice president09 FAVP First assistance vice president10 AVP Assistance vice president11 SSO Senior staff officer12 SO Staff officer13 G-1 Officer grade-114 PO Provisionary officer15 G-2 Officer grade-216 CASH/COMP Cash/Computer officer17 OA(SG) Office assistance(security guard)18 O. ASSTT. Office assistance19 SS Security staff20 O. ATT. Office attendance21 Ltd. Limited22 HRM Human Resource Management

ific final

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