Professional Documents
Culture Documents
Chapter One
INTRODUCTION
1.1. INTRODUCTION
1.2. RATIONALE OF THE STUDY
1.3. OBJECTIVES OF THE STUDY
1.4. RESEARCH METHODOLOGY
1.5. LIMITATIONS OF THE STUDY
1.6. ORGANIZATION OF THE REPORT
1.1. INTRODUCTION:
Bank as an economic institution contributes to the development of any economy
and is treated as one of the important service industries in the modern economy.
Economic history shows that development has been introduced everywhere with
the banking system and its contribution towards financial development of a
country is the highest in the initial stage. Modern banks play an important part in
promoting economic development of a country.
The Janata Bank Limited (JBL) is one of the new generation public banks that
began its journey in 3rd June, 2001, registered under the Companies Act, 1994,
has become one of the few top performing banks in the country. As a full-fledged
commercial bank, The JBL offers services to meet all kinds of banking needs of
customers which include deposit banking loans and advances, export and import
financing, inland and international remittance facilities etc.
Program
of
Bachelors
of
Business
Administration
program
requirement, I chose to do my internship in the Janata Bank Limited (JBL) for the
required period starting from 13th February 2014 to 20th March 2014. After
completing four years cumulative study, it is very important to conduct with
practical study for having a strong idea about real happening. Janata Bank
Limited, Sheraton Hotel Corporate Branch, Dhaka is a place where I learn many
things about business dealings. This organization has created a positive image to
the customers mind by providing better service. This bank has introduced some
2
1.4.1 METHODOLOGY
1.4.2 POPULATION OF THE STUDY
1.4.3 SAMPLE SIZE
1.4.4 DATA COLLECTION SOURCES
1.4.5 DATA COLLECTION METHODS
1.4.6 ANALYZING OF DATA
1.4.7 DATA PROCESSING AND ANALYSIS
1.4.8 TOOLS FOR PRESENTING ANALYSIS
1.4.9 DEMOGRAPHIC INFORMATION
1.4.1. METHODOLOGY:
This report is prepared with several information and practical work experience.
Documents & information is collected and organized in a scheduled method for
better understanding and fair presentation. The methodological information is
provided below:
Interview Method: Data and information are collected by face to face interview.
Interview is taken from concerned officers and other employees of Janata Bank
Limited.
Questionnaire Method: A questionnaire is an efficient tool for data collection.
Questionnaire method is used for collecting information from employees.
Observation Method: Where are interviews and questionnaire elicits responses
from the subject; it is possible to gather information by observing the work of
respondents.
later. Ive to answer several questions of the employee and if I dont know the
answer then they answers it and thus I got informed about this matter. The data
are the combination of structured and unstructured for the proper presentation in
the written work paper. The collected data has been analyzed by using MS Excel
Software.
Secondary data needs less processing efforts. This data is more formal and
highly identified. These need analysis for appropriate positioning in this report.
Here, an attempt is made to keep this data more understanding and informative
to present the report statements more familiar with bank features & more
supportive with internship purpose.
1.4.8. TOOLS FOR PRESENTING ANALYSIS:
The analysis has been presented through mean, Standard Deviation and
correlation test based on survey questionnaire shown on appendix. The answers
have been categorized on following scales:
Excellent = 5
Good = 4
Standard = 3
Poor = 2
Very Poor = 1
The answers 5 or close to 5 means that respondents agree with the factor or is
very excellent in his organization and answers close to 1 means that respondents
disagree with the factor or is very poor in his organization.
Correlation of different factors with the effectiveness of training has also been
determined. For positive result it is assumed that there prevails a close
association of the factor with the effectiveness of training and for negative result
it is also assumed that there is inverse relationship between the factor and the
effectiveness of training.
7
N=24
20-25
Male
Female
Total
2
0
2
25-30
5
1
6
Above 30
10
6
16
Total
17
7
24
1.4.9.2 SEX
Percentage
70.83%
29.17%
100%
Table: 1
N=24
Male
Female
Total
17
7
24
Table: 2
2
0
2
N=24
Married
15
7
22
Divorced
0
0
0
1.4.9.3 EXPERIENCE
Male
Female
Total
Total
17
7
24
Table: 3
N=24
years
6
1
7
years
7
3
10
4
3
7
17
7
24
Table: 4
Even though, there are some limitations I have tried my best to collect adequate
data and information to make the report meaningful. This work was done in
9
Chapter Two
10
11
(Barrett & OConnell, 2001) emphasized the importance of effective training for
organizational success. They realized the importance of employees training in
the workplace as training gives the impression of care and importance of
employees, so they will be loyal to the organization. Organizations that invest in
training give the feeling of values and employees will be less interested in
quitting.
(Harrison, 1999/2000) stated that employee Development was seen as too
evocative of the master-slave relationship between employer and employee for
those who refer to their employees as partners or associates to be comfortable
with.
(Bartlett 2001) defined perceived access of training in two terms: first, employees
feel free to obtain training opportunities which enhance awareness, skills and
abilities needed for the existing job. Second, there are less organizational
barriers for employees to participate in training. Another study conducted in
Chinese context also proved that effective and continuous commitment is highly
correlated to perceived availability of training.
(Oguntimehin 2005) emphasized the usefulness of training in the organization.
He identified the functions of training as follows: increases productivity, improves
the quality of work; improves skills, knowledge, understanding and attitude;
enhances the use of tools and machinery, reduces waste, accidents, turnover,
lateness, absenteeism and other overhead costs, eliminates obsolescence in
skills, technologies, methods, products, capital management etc.
(Gerbman, 2006) stated that the primary goal of many employee development
programs is to communicate the vision of the organization, help workers
understand the corporate values and culture, and show employees at every level
how they can help the company succeed.
(Wilson, 2005) there are also companies that require a certain number of training
hours for every employee at every level of the organization so that everyone
knows their role in carrying out the corporate mission.
12
(Ulrich, and Smallwood 2004) think that employee development programs cannot
exist without a culture that supports employees. Any effective program must have
strong support from people in senior management positions, and these people
must also serve as positive role models to subordinates.
(Debnath 2003) indicates that productivity of manpower in the banking sector of
Bangladesh will have to be increased by proper training both on the job and off
the job.
(Kozlowski & Salas, 2003) indicates that training needs assessment is
traditionally regarded as a diagnostic process that occurs before training. The
purpose of formal needs assessment is to identify the training targets.
(Kaufman and Valentine 1999) refer to needs assessment as the process for
identifying and prioritizing gaps in performance. In contrast, they define needs
analysis as the process for attributing cause to identify performance gaps.
Hence, the entire process will be referred as needs assessment. So, once
training has been conducted, a comprehensive evaluation should follow.
(Ford, 2006) stated thattraining effectiveness is a broad construct that identifies
situational or contextual factors impacting learning, retention and transfer. This
focus is critical for uncovering whether a training program was effective or
ineffective due to characteristics of the program or to factors outside the control
of the training system.
(Fisher et al 2006) said human resource development or workplace learning and
performance, coordinates the provision of training and development experiences
in organization.
(Desler 2005) stated that training refers to the methods used to give new or
present employees, the skills they need to perform their jobs. Training is futile if
the trainee lacks the ability or motivation to benefit from it.
(Stephen P. Robbins & David A. DeCenzo, 2005)stated that employee training is
a learning experience: it seeks a relatively permanent change in employees that
13
14
Present Job
Actual
Performance
Next Job
Required
Performance
Present
Competency
The future
Required
New Competency
Competency
Required by Changed Technolo
Method
Evaluation
15
Chapter THREE
1000, Bangladesh.
Public Limited Company.
of 21 May, 2007.
812.50 crore.
675840 JBDBJ, 671288 JBHOBJ.
PABX: 9560000, 9566020.
88-02-9564644, 9560869.
md@janatabank-bd.com, id-obd@janatabank-bd.com.
www.janatabank-bd.com.
JANB BD DH.
17
Professionalism
Diversity
Dignity
Accountability
Growth
Table: 5
18
19
OR
GA
NO
GR
AM
Chairman
Managing Directors
General Manager
Deputy General Manager
Assistant General Manager
Table: 8
20
21
Table: 9
Term loan:
Trade finance.
SME finance.
Micro finance.
Speedy Remittance.
Western union money transfer.
Automated Clearing.
Internet Banking.
ATM Banking.
IME Remit.
Current deposit.
Special notice deposit.
Saving deposit.
Fixed deposit.
Monthly saving scheme.
3) E-Services
2) Credit products
1) Deposit
products
3.10. PRODUCTS OF JANATA BANK LIMITED:
Chapter Four
Computer-Based Training
One-on-One Coaching
23
Most of these approaches will probably require the company to provide time and
money to allow individuals to ensure that they are able to develop themselves.
1. On-the-job training
Most in-house training is done by learning while doing the job. This may involve
specific training in particular skills or equipment being given by a colleague or
supervisor.
2. Computer-based training
A number of companies are using computer-based programs such as CD-ROMs
to train their staff. This is particularly useful for technology and computer
application training but is being widely used by many organizations.
3. Self-study and learning
Many organizations believe that individual employees are responsible for their
own training and development. As noted earlier, the development needs of an
individual are best identified through the performance review process, and the
second crucial step of this process is a plan to address these development
needs. Such a plan can be a self-learning program that is put in place as a result
of the performance review. Self-study and training may take the form of reading,
self-paced learning, or attendance in an external program at night or on
weekends.
4. Internal training programs
If there is a need for a number of people to learn a particular process or set of
skills, it is often more cost-effective to set up an internally run training program.
Such programs can be delivered by either suppliers or internal experts.
5. One-on-one coaching
One-on-one coaching is an intensive and highly effective way of teaching specific
skill sets and of training employees who do not respond well in group training
situations or who may be slow learners. It is certainly becoming more popular as
a development technique judging by the number of books and articles on the
subject. The development coach is required to spend a specified amount of time
with the trainee answering questions and providing advice. Coaches are
24
On-the-job Training:
The two most frequently used kinds of training are on-the-job training and
lectures, although little research exists as to the effectiveness of either. Thus onthe-job training often supplements other kinds of training, e.g., classroom or offsite training; but on-the-job training is frequently the only form of training. It is
usually informal.
26
Simulations:
Training simulations replicate the essential characteristics of the real world that
are necessary to produce both learning and the transfer of new knowledge and
skills to application settings. Both machine and other forms of simulators exist.
The main purpose of simulation, however, is to produce psychological fidelity,
that is, to reproduce in the training those processes that will be required on the
job.
Vestibule Training:
This method involves the creation of a separate training centre within the plant
itself for the purpose of providing training to the new employees. An experienced
instructor is put in-charge of this training. It is costly, adds nothing to productions
during training period. It is provided to the operatives of the bank.
Job Rotation:
Under this method, the trainee executive is rotated among different managerial
jobs. This is not only broadened and enriches his experience as a manager but
also enables him to understand inter-departmental relations and the need for coordination and co-operation among various departments.
27
Case Study:
A case is a written account seeking to describe an actual situation. A good case
is the vehicle by which a chunk of realty is brought into the class room to be
discussed over by the class and the instructor. The advantages of this method
are more depth of thinking, more perception in a situation, greater respect for and
consideration for the opinion of others.
Incident Method:
In the incident method only a brief incident is presented to provoke discussion in
the class. The group then puts questions to the instructor to draw out of him the
salient facts and additional information, needed to arrive at a reasonable solution
or resolution of the case. A unique advantage of this method over the case
28
29
The key members in the department, and how the department helps fulfill
the mission of the company.
Audiovisual Methods:
Audiovisual methods include television, videotapes and films are the most
effective means of providing real world conditions and situations in a short time.
One advantage is that the presentation is the same no matter how many times
it's played. The major flaw with the audiovisual method is that it does not allow for
questions and interactions with the speaker, nor does it allow for changes in the
presentation for different audiences.
Apprenticeships:
Apprenticeships develop employees who can do many different tasks. They
usually involve several related groups of skills that allow the apprentice to
practice a particular trade, and they take place over a long period of time in which
the apprentice works for, and with, the senior skilled worker. Apprenticeships are
especially appropriate for jobs requiring production skills.
Program Learning:
30
Induction Training:
Induction training is important as it enables a new recruit to become productive
as quickly as possible. It can avoid costly mistakes by recruits not knowing the
procedures or techniques of their new jobs. The length of induction training will
vary from job to job and will depend on the complexity of the job, the size of the
business and the level or position of the job within the business.
Lecture Method:
The lecture is best used for creating a general understanding of a topic. Several
variations in the lecture format allow it to be more or less formal and/or
interactive. In the pure lecture, communication is one wayfrom trainer to
trainees. It is an extensive oral presentation of material. A good lecture begins
with an introduction that lays out the purpose, the order in which topics will be
covered, and ground rules about interruptions (e.g., questions and clarification).
31
Discussion Method:
The discussion method uses two-way communication between the lecturer and
the trainees to increase learning opportunities. This method uses a short lecture
(20 minutes or less) to provide trainees with basic information. This is followed by
a discussion among the trainees and between the trainees and the trainer that
supports, reinforces, and expands upon the information presented in the short
lecture.
Behavior Modeling:
Behavior modeling is used primarily for skill building and almost always in
combination with some other technique. Interpersonal skills, sales techniques,
interviewee and interviewer behavior, and safety procedures are among the
many types of skills that have been successfully learned using this method.
While live models can be used, it is more typical to video tape the desired
behavior for use in training.
Apprenticeship Training:
The typical apprenticeship program requires two years of on-the-job experience
and about 180 hours of classroom instruction, though requirements vary. An
apprentice must be able to demonstrate mastery of all required skills and
knowledge before being allowed to graduate to journeyman status. This is
documented through testing and certification processes.
32
Coaching:
Coaching is a process of providing one-on-one guidance and instruction to
improve the work performance of the person being coached in a specific area. It
differs from other OJT methods in that the trainee already has been working at
the job for some time. Usually, coaching is directed at employees with
performance deficiencies, but it can also serve as a motivational tool for those
performing adequately. Typically the supervisor acts as the coach. Like the OJT
trainer, the coach must be skilled both in how to perform the task(s) and how to
train others to do them.
Mentoring:
Mentoring is a form of coaching in which an ongoing relationship is developed
between a senior and junior employee. This technique focuses on providing the
junior employee with political guidance and a clear understanding of how the
organization goes about its business. Mentoring is more concerned with
improving the employee's fit within the organization than improving technical
aspects of performance, thus differentiating it from coaching. Generally, though
not always, mentors are only provided for management-level employees.
Job-Instruction Technique (JIT):
The JIT was developed during World War II and is still one of the best techniques
for implementation of On the Job Training (OJT) nearly forty years later. It
33
focuses on skill development, although there are usually some factual and
procedural-knowledge objectives as well. There are four steps in the JIT process:
1. Prepare.
2. Present.
3. Try out.
4. Follow up.
Goal Setting
The Trainees need to Accept the Goal that is Set for Them
Organizational Assessment:
34
The training program is going to take place in an environment that is not the
same as the one where the work will actually take place. The goal of training is to
teach things that will actually be used in the workplace. Transfer Climatemeans
how well is the actual workplace/organization organized in a way to promote the
use of the newly learned material.
There are many things that can create a negative transfer climate. For example:
The actual tasks to be done may be different in some ways from the
training tasks.
A negative training climate can also be attacked in the training program. For
example:
Making it clear how the new behaviors will make the trainees life
better (including improving performance, career advancement, etc).
35
Training-Level Criteria: How well does the trainee do, and how does
the trainee react, immediately after the training.
How much do the trainees say they liked the training, and how much
do they say they learned?
Does this really reflect how good the training is, or how much the
trainees performance will improve?
A test of whether the trainees know what the training was supposed
to teach, or can do what the training was supposed to teach.
36
When an employee is recruited in the bank s/he works at least 6 months in the
assigned division by the manager of that branch. Then after working 6 months
s/he is selected for training.
Top level manager &Mid-level manager control the need analysis stage. They
follow the following methods for determining training priority which includes
individual, group and organization.
Individual
Group
Organization
Organization
Analysis of
records &
reports.
Analysis of future
trends &
opportunities.
Table: 10
Every individual is unique. One style of learning may not be applicable to each of
the participants in a training program. Therefore how do various individuals learn
is what should be kept in mind while designing the training program.
38
Trainability is one factor that must be taken into consideration before developing
any training program. It is the duty of the trainer to ensure that the employees are
actually willing to sit and learn something in the training program. This is
especially very true of sensitivity training that is not viewed positively by many.
Trainability also implies that the employee is sufficiently motivated to learn apart
from just the ability to do so.
4. Deliver training programs:
This step is responsible for the instruction and delivery of the training program.
Janata Bank Limited
programs:
On the Job
Job Rotation.
Lecture methods.
Transfer.
40
Credit Department
Retail Department
Financial control and
accounts Department
(FCAD)
Account Opening
Department
Cash Department
Clearing Department
Foreign Department
As the functions of foreign exchange are very complex, it is taught at the last.
The time to provide training on this Department is normally long.
Refresher Foundation Training Course:
This training is provided to the all current employees. This training includes the
following course module:
A. Banking & Banking System.
B. General Banking.
C. Cash Management.
D. Remittance of Fund & Collection of Bills.
E. Accounting Procedure in Bank.
F. Credit Management.
G. Foreign
Exchange
&
International
Trade
Financing.
H. Risk Management.
Specialized Training course:
After completing the foundation training course, new employees are given
another training named specialized training course. Its duration is depended on
the types of course covered. The topics of the training are determined based on
41
training needs and areas of weak performance of the new employees. But
basically it covers the following course:
i.
Credit Management.
ii.
iii.
iv.
Network
training
Real Time
Problem
Solution.
Branch
Network
Support.
In-house
Developed
Applicatio
ns
Training.
Anti Virus
Update
and
Maintenan
ce.
Software
Bug
Searching
Internet
Communic
ation.
Core
Banking
Solution.
42
43
II.
III.
IV.
4.15.
Events
Classes.
Workshops.
Seminars.
Webinars.
Conferences.
On-the-Job
Organization
al
Cross-training.
Challenging
assignments.
Job shadowing.
Observation and
demonstration.
Mentoring.
Coaching.
Team committee
membership.
Committee
leadership.
Degree
Programs.
Certificate
Programs.
Online Training.
Table: 15
Development
Process
On the Job
45
Specific
Timeline
ss
Relevant
SMA
RT
Measure
able
Attainabl
e
46
Opportunities
1. Enlargement of
work sector
2. Green banking
3. Brand image of
institution
Threats
1. Trade union
based employees
2. Politics
Strengths:
Skill development of
employees.
Speediness of work.
Reduction of
mistake.
Weakness:
1. Less amount of
monitoring system
2. Not provided job
related training
3. Trade union based
employees
47
Chapter FIVE
PRESENTATION AND ANALYSIS OF DATA
PRESENTATION AND ANALYSIS OF DATA:
1. Considering training as a part of organizational strategy and its
correlation with overall effectiveness of training.
Respondent
Mean
Standard Deviation
Correlation
N = 24
4.25
.989
.300
Table: 16
Janata Bank Limited takes training as an organizational strategy for growth and it
has positive correlation with effectiveness of training. The more the organization
provides training, the more it will achieve competitive advantages in market.
2. Training and development process applied by Janata Bank Limited
and its correlation with overall effectiveness of training.
Respondent
Mean
Standard Deviation
Correlation
N = 24
3.67
.565
.233
Table: 17
The training process of Janata Bank Limited is quite good but it represents
positive relationship with training effectiveness. Training will be more effective
with the development of training process.
48
Respondent
Mean
Standard Deviation
Correlation
N = 24
1.58
.584
-.124
Table: 18
This means that training is provided on requirement and new staff but there
prevails negative correlation with training effectiveness. Training effectiveness
does not depend on training new employees only. The whole staff from all level
are to be trained.
4. Need assessment process applied by Janata Bank Limited and its
correlation with overall effectiveness of training.
Respondent
Mean
Standard Deviation
Correlation
N = 24
3.67
.637
.331
Table: 19
The need assessment process is above standard and quite up to the mark. It is
showing a positive correlation with effectiveness. To ensure effective training,
need assessment process should be distinct and specific.
49
Respondent
Mean
Standard Deviation
Correlation
N = 24
3.8333
1.00722
.536
Table: 20
This means Janata Bank Limited is giving more emphasis on external and off the
job training and this has quite strong positive relationship with training
effectiveness.
6. Time duration given for the training period and its correlation with
overall effectiveness of training.
Respondent
Mean
Standard Deviation
Correlation
N = 24
2.75
1.260
.016
Table: 21
50
Respondent
Mean
N = 24
3.50
Standard Deviation
.659
Correlation
.180
Table: 22
This clearly reveals that practice opportunity during training period is above
standard and its correlation with the effectiveness of training is positive but not
satisfactory. Employ performance will be much better, if practice opportunity is
ensured.
8. Workplace arrangement of training and its correlation with overall
effectiveness of training.
Respondent
Mean
N = 24
3.88
Standard Deviation
.850
Correlation
.569
Table: 23
Training place arrangement is quite good and it is showing a quite strong relation
with the effectiveness of training. To increase morale regarding training and its
effectiveness, training place arrangement is a very important determining factor.
51
Respondent
Mean
N = 24
3.96
Standard Deviation
.806
Correlation
.363
Table: 24
This reveals that trainers quality is good and there is positive association with
between trainers quality and effectiveness of training. If highly qualified trainer is
hired, training will be much more effective.
10. Training program as a factor of motivation and its correlation with
overall effectiveness of training.
Respondent
Mean
N = 24
2.21
Standard Deviation
.415
Correlation
.363
Table: 25
Training programs adopted by Janata Bank Limited motivates to the some extent
and it is representing a positive correlation between motivation level and
effectiveness of training. If training is imparted 0n requirement, employees will be
motivated to their works.
11. Feedback process adopted by top management and its correlation
with overall effectiveness of training.
Respondent
Mean
N = 24
3.58
Standard Deviation
.654
Correlation
.494
Table: 26
52
Feedback process is above standard and quite good. It means that managers
evaluate employees skill development after training and a quite strong
relationship exists between feedback process and training effectiveness.
12. Practice of promotion after training and its correlation with overall
effectiveness of training.
Respondent
Mean
N = 24
3.17
Standard Deviation
.816
Correlation
.113
Table: 27
The practice of promotion after training in Janata Bank Limited is standard and
there is positive relation between training and effectiveness of training but not
strong. Receiving training, employees expect promotion.
13. Training objectives are met during the training sessions and its
correlation with overall effectiveness of training.
Respondent
Mean
N = 24
2.88
Standard Deviation
.448
Correlation
.198
Table: 28
Some of the objectives are met through the training program adopted by Janata
Bank Limited and it is positively correlated with the effectiveness of training. On
imparting object oriented training, it will be more effective.
53
Respondent
Mean
N = 24
3.71
Standard Deviation
.550
Table: 29
The training provided to employees by Janata Bank Limited is quite effective. Still
some areas are to be developed to enhance its effectiveness.
54
Chapter SIX
FINDINGS ON ANALYSIS
DEVELOPMENT
SYSTEM
6.3. THE POSITIVE SIDE OF TRAINING AND DEVELOPMENT SYSTEM
Most of the employees of these banks think that their performance has
become well after receiving training.
These banks do not conduct adequate software-based training for their
employees. But to cope with the modern banking system software-based
training is very essential for the employees of the bank.
The training budget of Janata Bank Limited is increasing. That means they
are giving more importance on training to achieve the organization's goals.
The HRD & Training Institute of this Bank mainly focuses on the needs
analysis of employees for the selection of employees for training. They
also use performance appraisal; analyze the previous record, job analysis
& job description, recommendation of top management to select the
candidates for training.
The analysis shows that the purpose of providing training of this Banks
varies from one to another. But the main purpose is to increase the
competitive advantage of the bank, motivate the employees and increase
the employee's skills.
The main purpose of training of this bank is to increase their profit. But
they do not arrange training to motivate their employees. But without
motivation the employee's productivity will not increase.
The bank organizes training and development program on regular basis
and also uses a specific training process.
56
6.2.
DEVELOPMENT
SYSTEMS:
Lack of class-rooms.
Less
communication
with
universities,
colleges
&
related
institutions.
57
Chapter SEVEN
7.1. RECOMMANDATION
7.2. OVERALL OPINION ABOUT JANATA BANK
7.3. CONCLUSION
7.1. RECOMMANDATION:
With a short time experience, it is not an easy job to find out actual problem
areas of training and development. However, in light of findings, there are some
recommendations regarding the improvement of training and development of
Janata Bank Limited.
Banking business plays an important role for the economic development
of the country. So I think the banking operation should be modern software
based. So Janata Bank Limited. should arrange modern software-based
training for their-employees.
The Human Resource Department of this bank must introduce technology
to conduct their functions like recruitment, Selection, Hiring and so on.
Training is a part of the organization to achieve the goal. Some of the
employees do not understand the importance of training. First of all the
Bank should create knowledge among the employees so that they can
understand the importance of training.
58
Now a days technology is essential to cope with the modern world. So the
banks should increase arranging those training program through which the
employees can increase their technological knowledge.
I think needs analysis is the best way to select employees for training. So
the bank should hire skilled people for HR department. So that they can
conduct need analysis properly to select the right person for training.
The banks should increase their training budget because without
increasing training budget the banks would not be able to introduce
modern technology in their training system.
Training objectives, needs and contents should be communicated to the
employees well ahead so that they can prepare themselves by avoiding
ambiguity about the goal of the training program. It also helps them
become more motivated and active in participation.
Training methods should be conformed to the training need so that the
knowledge and skills can be developed in a much more understandable
and comfortable manner.
Training program organizers should make training materials available to
employees so that they can follow the instructions of the trainer. It will
keep participants more attentive within the program.
In the case of choosing qualified trainers, top management should
consider that trainers knowledge and length of experience. It will keep the
attention and confidence of the employee.
Bank must introduce career development program instead of mere
employee selection and imparting training.
The evaluation of employees training should be compared with need
assessment analysis and training objectives. Moreover, the effective cost
-benefit analysis must also be done. It would convey a long- term positive
outcomes for the improvement of training program.
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Without using modern technology no bank can even think of remaining in the
business in near future. So the bank must decide right now how it can equip its
branches with modern technology. Use of modern technology in one sense can
increase cost but another sense it increases productivity highly and it attracts big
clients. It can introduce ATM services in every branch. Use of automatic machine
like cash counter machine, own ATM brings speed in banking services.
6. Development of human resources:
Human resource is another sector for the branch to be developed urgently.
Human resources, in the branch, are not equipped with adequate banking
knowledge. Majority of the human resources are lack of basic knowledge
regarding money, banking finance and accounting. Without proper knowledge in
these subjects, efficiency cannot be optimized. Bank can arrange trainingprogram on these subjects.
7. Reduce classified loan on an emergency basis:
Bank should take special action in order to reduce the amount of classified loan.
Although branch is maintaining the required provision for its classified loan,
branch should consider recovering classified loan on an emergency basis. For
this bank should motivate the defaulter for repaying. If motivation failed, then
bank should be stringent about the defaulter and take legal action.
8. Bank must try to be more computerized:
The computerized system obviously charges a high installation cast, but it will
definitely reduce the overhead costs and an error free banking may be in
progress. Moreover by adopting this system the bank can join in modern
competition along with e-commerce concept.
7.3. CONCLUSION:
There are a number of Private Commercial Banks, Nationalized Commercial
Banks and foreign Banks operating their activities in Bangladesh. Janata Bank
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Limited is one of them. For the future planning and the successful operation for
achieving its prime goal in this current competitive environment this report can be
helpful guideline. From the practical point of view I can declare boldly that I really
have enjoyed my Internship Report on Training and development System of
Janata Bank Limited from the first day. Moreover, Internship Report that is
mandatory to complete my BBA program, although it is obviously helpful for my
career building. In the last decade there has been a revolution in the
communication media through the introduction of Internet and other forms of
secure dial-up media. This had an immense impact on all the sectors of the
industry specially the banking sector. The number of banks is increasing day by
day because the demand of the customer for the banking service is high as a
result there is a highly competitive situation in the banking sector and people
have many option in case of taking banking services As a central bank of
Bangladesh The Bangladesh Bank always adopting measures for putting
banking institution on right track and also monitors the activities of these banks to
prevent from doing illegal activities. To compete in the environment of advancing
technology and faster communication the JBL should depend more heavily on
'the quality service and information technology. No doubt about it that JBL
achieve superior position in our banking industry but to cope with customer JBL
should think how to make it services proactive. Banks always contribute towards
the economic development of a country. Compared with other Banks, Janata
Bank Limited is contributing more by investing most of its funds in fruitful projects
leading to increase in production of the country. It is obvious that right channel of
Banking establish a successful network over the country and increases
resources; will be able to play a considerable role in the portfolio of development
in developing country like ours.
As this study reveals, training objectives are to be well communicated
beforehand, training methods that are used are effective, supplied materials are
to be arranged orderly, programs are well organized, and place and layout of the
venue satisfactory. It also brings to light the fact that the level of knowledge,
skills and attitude of the training instructors is satisfactory. Respondents opined
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that they have scope for transferring knowledge into the workplace in the training
program but to be extended. However, the quality of these programs are
significantly satisfactory. It could be concluded from this study that some of the
areas stated above needs to be improved to increase motivation, reduce
employee turnover and lower productivity.
Janata Bank Limited is playing leading role in socio-economic development of
the country. Since inception Janata Bank Limited has been rendering its Banking
services with the needs of the nation to cope with the demands of people in the
country. By doing many other works for community & society, Janata Bank
Limited has emerged as the pioneer of playing key role in the country. As a
leading bank of Bangladesh, JBL contributes in the business with promising
future. I can hope that Janata Bank Limited can spread their business with
increasing various scheme and other utility services.
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