1) The document discusses training and development programs for employees of Sonali Bank Limited, a state-owned commercial bank in Bangladesh. 2) It outlines the bank's training needs analysis process, types of training including on-the-job and off-the-job, and its training institute which provides programs in areas like credit management, IT, and Islamic banking. 3) A SWOT analysis of the bank finds strengths in its large network and customer trust, but also weaknesses in lack of technology use and unmotivated workers, as well as opportunities and threats in the competitive market.

1. To my presentation….
Rebeka sultana
Id – 092003
Dept –BBA
Batch – 25th ,HRM

2. My presentation topic is…..
“Training & Development programe
On employee of
Sonali bank limited”
developmentprogram
Onemployee of
Sonali banklimited

3. Introduction
SONALI Bank Limited ( স োনোলী ব্োাংক লললিটেড) is a
stateowned leading commercial bank in Bangladesh. Sonal
Bank was established in 1972. Sonali Bank has a total of 1200
branches. Out of them, 342 are located in urban areas, 854 in
rural areas, and 2 are locaed overseas. Sonali Bank performs
all traditional banking functions including deposit mobilization
and lending. The bank discharges the treasury functions as the
agent of the BANGLADESH BANK.

4. Methodology & Source of
Information:
Primary Sources
Direct conversation with the respective officers of the
Departments.
 Face to face conversation with the employees.
Employee’s opinion collected through Questions.
Secondary Sources:
Various records of the bank.
 Different Types of brochures.
 Website of Sonali Bank Limited.
 Relevant SBL paper and published documents.
Internet.

5. Training & development:
Training :
Training is a process of learning a sequence of
programmed behavior. It is application of knowledge. It
gives people an awareness of the rules procedures to
guide their behavior.
Development :
It is a future oriented training focusing on personal
growth of the employees. It is systematic & organized
procedure by which managerial personnel learn
conceptual & theoretical knowledge for general purpose.

6. Training need analysis:
There are three levels of a training
needs assessment:
Organizational assessment evaluates the level of
organizational performance. An assessment of this type
will determine what skills, knowledge, and abilities an
agency needs.
Occupational assessment examines the skills, knowledge,
and abilities required for affected occupational groups.
Individual assessment: analyzes how well an individual
employee is doing a job and determines the individual's
capacity to do new or different work.

7. Types of training: it has two types-
1) on the job
2) off the job
On the job: It occurs within the normal working environment an
employee will experience on the job.The main methods of on-the-
job training include
• Job rotation: this is the process of moving employees
horizontally or vertically to expand their skills , knowledge or
abilities.
• Coaching: Coaching involves direct personal instructions &
guidance, usually with extensive demonstration & continues
critical appraisal & correction.
• Mentoring: Mentoring is an ongoing relationship that is
developed between a senior and junior employee.

8. Off the job:
In off-the-job training, employees may receive days off from work to
pursue training, or they might need to make arrangements in their off
hours to get their training.
• Case study method: under this method ,a real business
problem or situation demanding solution is presented in
writing to the trainees.
• lectures: It represents the oral presentation of information by
a subject matter expect to a group of listeners.
• Conference Method:Under this method, Group discussions,
exchange of ideas and opinions take place which help the
participants develop leadership qualities.
• Role playing:Role playing method training used for improving
human relations and leadership qualities. In this technique,
trainees are presented with an organizational situation, assigned
a role or character in the situation.

9. The Training and Development
Process:
• Needs analysis: Identify job performance skills needed,
assess prospective trainees skills, and develop objectives.
• Instructional design: Produce the training program
content, including workbooks, exercises, and activities.
• Validation: Presenting (trying out) the training to a small
representative audience.
• Implement the program: Actually training the targeted
employee group.
• Evaluation: Assesses the program’s successes or
failures.

10. SONALI Bank Training Institute:
The institute has arranged different types of training
program, which are given below:
1. Foundation course for direct & promote officers.
2. Pre managerial training course.
3. Managerial cadre development program.
4. Foreign Exchange & International trade
financing.
5. Audit & Inspection in Bank.
6. Credit management,
7. Financing SME & Micro, Rural credit,
8. Training on project Appraisal & working Capital
Assessment,

11. 9. Islamic Banking & finance,
10.Laws & Regulations related to banking,
11. Loan monitoring, supervision & recovery,
12. IT Application in Banking,
13. Refreshers course for trainers.

12. Swot analysis
Strengths:
• SBL is state owned bank.
• SBL has wide image.
• Unlimited truthfulness
about SBL to rural people.
• High commitments for
customers.
• Qualified & experience
personnel.
 Weakness
• Absence of service
providing mentality.
• Absence of IT application.
• Lack of motivations of
workers.
• Indicate working force
• Conservative loan policy.

13. Swot analysis
Opportunities:
• High demand of small
enterprise.
• High demand of credit.
• Increasing purchasing
power of people
• Increasing trend in
international business
• High demand of
investment by depositing.
Threats:
• Increased competition for
market share in the
industry,
• Frequent change of
banking rules by the
Central Bank
• Market pressure for
lowering of lending rate.
• Political instability
• Intense competition

14. Recommendation:
• Their training process should be improved.
• Training should be given throw division wise.
• All banking activities should be performed by using
IT.
• Bank should take motivational effort.
• Create good working environment for the
employee.
• Make the salary structure attractive to the
employee.
• Training should be given throw division wise.

15. Conclusion :
Sonali Bank is one of the biggest nationalized commercial bank in
Bangladesh. The Sonali Bank Ltd. has been trying to operate its
business successfully in Bangladesh since 1972. Keeping the
network within a reasonable limit, their strategy is to serve the
customers through capacity building across multi delivery
channels.