Training & development of dhaka bank


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Training & development of dhaka bank

  1. 1. Importance of Training & Development of Banking Sector
  2. 2.  Manas Saha  Mohammad Abdul Kaium  Shiekh Md. Zahidul Haque  Sukanto Biswas  Yiaz Kawsar Kanak  Rony Chandra Acharjee
  3. 3.  The banking history of Bangladesh is more than half a century old in modern sense and has been playing a very significant role in the economic development of the country.  At present there are four state own banks, eight specialized banks, ten private foreign banks, thirty private commercial banks are operating in the country.  In 1984, the Government of the People’s Republic of Bangladesh established training and development policy by formulating National Training Council in 1983. The main aim of the National Training Council is to provide formal training for Government Officials.
  4. 4.  Training can provide employees with knowledge and skills to perform more effectively, preparing them to meet the inevitable changes that occur in their jobs.  Training is only an opportunity for learning.  The proper employee training, development and education at the right time provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution.
  5. 5.  Improves the job knowledge and skills at all level of the organization.  Proper guidelines for work.  Employees adjust with new change.  To improve the level of the skills, attitudes.
  6. 6.  Organization’s get more effective decision making and problem solving.  Training & Development program increase job satisfaction and reorganization.  Training reduces outside consulting cost by utilizing component internal consulting.
  7. 7.  Leading private sector bank in Bangladesh offering full range of Personal, Corporate, International Trade, Foreign Exchange, Lease Finance and Capital Market Services. Started its commercial operation on July 05, 1995.  To be the premier financial institution in the country providing high quality products and services backed by latest technology and a team of highly motivated personnel to deliver Excellence in Banking.
  8. 8.  It has 63 branches, 3 SME centers, 6 CMS units, 2 offshore banking unit.  Number of shares 466,759,413.  It has 11 working departments.  Product and services that are currently available in DBL such as GTS, SME, Retail banking, Corporate banking etc.
  9. 9.  It has a training institute to provide training employee for better performance.  For fresher, foundation courses on elementary knowledge of banking are organized. Specialized courses on the area like credit, foreign exchange, accounts and marketing etc. are meant for officials working in those areas. Higher level courses are run on specific knowledge area.
  10. 10.  Dhaka Bank Training Institute (DBTI) started its functions in 2000.  DBTI trained as many as 11,220 participants through 452 different training programs till end of 2012.  DBTI has international exposure and it formulated, designed and delivered 12 training courses under the Capacity Building Technical Assistance Project of National Bank of Tajikistan (Central Bank) financed by Islamic Development Bank.
  11. 11.  More knowledge and skill for better performance .  The achievement of the organizational goals.  Change of skills, knowledge, attitudes or behavior.  Widens job related knowledge.  Training differs from education and development.
  12. 12. The major Types of training are:  Freshmen Orientation  Continues Orientation  On The Job Training  Off The Job Training
  13. 13.  Freshmen orientation can solidify the new employee’s relationship with your organization.  Freshman orienting the new employee is a critical step in helping him adjust to the workplace and the job. Continuous Orientation  Dhaka Bank management evaluates their employees within every six month and they try to find lacking of employees  Then they are going to arrange this orientation.
  14. 14. Foundation courses have two parts: theoretical training in the academy and job rotation. During this period, three-phased training programmed is effective. On theoretical training say, general banking, the officers are required to undergo rotation in general banking activities under the supervision of HRD.  Off the Job Training Which employees are already exist in the Dhaka Bank for these employees better performance need some special training which are called Off The job Training in that case Dhaka Bank take some Off The Job training like Class Room Training or Lecture, Video Presentation and Laboratory Training
  15. 15. Employee Recruitment:  Recruitment advertisement may be published in both newspaper and website.  There may be an option of application through online.  Quality of employee recruitment decision must be ensured.  Recruitment and Selection process needs careful monitoring to minimize subjectivity and ensure fairness.  All those who sit on selection panels be required not only to be trained but also to attend refresher courses after an appropriate period of time.
  16. 16. Facilities  Most of the organizations open on line customer service system. So in order to complete in the world market they should adopt online organization system for all customer.  Organization should offer more facilities to the customer. Such as ATM card, credit card etc.
  17. 17. Working Environment  The organization may ensure a very good working environment. Thus the employee turnover reduces. Training Facilities  The organization may ensure training facilities for all employees so that they can serve better to the customer.
  18. 18.  Dhaka Bank provides equal training opportunity for fresher and       old employees. Dhaka Bank provides training on the basis of lacking’s of job performance of their employees. They provides training to make a fresher as a skilled employee. They make their own employee more efficient than other bank’s employees. They should provide world class training in their institute. During their training season, they must be treated as they are gathering the best skill of their specific sector from other bank. After training program, they must be ensured better benefit to stay at their bank rather than bank.
  19. 19. Recruiting can be viewed as a major human resource planning programmed designed to attract the qualified work force required to meet future organizational needs. Recruiting also serves to attract workers to unexpected job vacancies caused by turnover and to new positions . It is possible only through proper training and practices. Human Resource Management is not up to my expectation as we studies in the Program of BBA in Human Resource Management of this University has given us theoretical knowledge and completion of theoretical course, preparation of this report has helped the wide range of our knowledge in Human Resource Management.