Chapter01:Introduction

1.1Background of the study:

The study is based on an internship at Southeast Bank PLC, a leading private
commercial bank in Bangladesh, as part of the Bachelor of Business Administration
(BBA) program. The internship allowed the student to apply theoretical knowledge
gained in the classroom to real business situations, developing professional skills and
providing insight into the operations of an actual organization. The main objectives of
the report are to understand the current HRM practices in Southeast Bank PLC.
including recruitment, training, and performance evulation. The research methodology
used was data gathered from various sources, including discussions with staff
members, monitoring, books, and the internet. However, the study faced limitations
such as limited time, restricted access to confidential HR documents, and limited scope.
However, the study highlights the importance of human resource management (HRM) in
the growth and success of Southeast Bank PLC. The HRM system helps by recruiting
skilled employees, providing proper training, and regularly evaluating performance.
These activities improve employee skills and motivation, leading to better customer
service and higher productivity. By focusing on employee development and satisfaction,
the HR department helps the bank retain talented workers and reduce turnover. HRM
also supports the bank in adapting to market changes by updating policies and training
programs. Overall, good HRM helps Southeast Bank maintain a strong workforce,
improve efficiency, and achieve its business goals.

1.2 Objectives of the report:

 To understand the current HRM practices in Southeast Bank PLC, especially:

o How the bank recruits new employees
o What kind of training does it provide
o How it evaluates employee performance
 To find out the problems or challenges in the current HRM practices.
 To suggest some ways to improve HRM practices in the bank and in the banking
sector Bangladesh.

1.3 Research Methodology:

Data gathered from various sources was used to develop this analysis. The data and
information were sourced from various primary and secondary sources, detailed below:

Primary Data:
 a)Discussion with staff members
 b)Monitoring

Secondory Data:a)Books b)Internet

1.4 Constraints of the study:

During the internship and preparation of this report, I faced some limitations that
affected the
study. These constraints include:
 Limited time: The internship period was short, which limited the depth of the
study
 and the amount of information I could gather.
 Restricted access: Some important HR documents and data were confidential
and not available for review.
 Limited scope: The study focused only on the HR practices of Southeast Bank
PLC, so the findings may not apply to all banks or organizations.

1.5 How Human Resource Management is Developing Southeast Bank

PLC:
Human Resource Management (HRM) is vital for the success of Southeast Bank PLC. It
recruits skilled employees, offers training, and regularly evaluates performance,
enhancing skills and motivation. This leads to improved customer service and higher
productivity. The HR department focuses on employee development and satisfaction to
retain talent. Additionally, HRM helps the bank adjust to market changes by updating
policies and training programs, supporting overall efficiency and business goals.
 Chapter 02:
Overview of the Organization

2.1 History of SEBPLC:

Southeast Bank PLC. is one of the fastest-growing institutions among Private
Commercial Banks (PCBs) in Bangladesh. It was established during a time when global
economic activities were being liberalized, especially following the Uruguay Round,
marking a pivotal moment in the development of Bangladesh’s financial sector. The
Bank's strategic operational policies have been influenced by the successful economic
models of South Asian nations, particularly in terms of banking practices. Incorporated
as a private sector bank under the Bank Company Act of 1991, Southeast Bank PLC.
was licensed by the Government of Bangladesh as a Scheduled Bank. It officially
started its operations on May 25, 1995, from its principal branch in Dilkusha, Dhaka,
with the inauguration led by Mr. M Saifur Rahman, the then Finance Minister. Founded
by prominent industrialists and business leaders with investments in diverse sectors, the
Bank’s authorized capital is Taka 15,000 million, with an issued, subscribed, and paid-
up capital of Taka 13,370.00 million. Southeast Bank PLC. has quickly earned respect
and recognition within the business community, serving everyone from small
entrepreneurs to large-scale corporations, including some of the country's top corporate
borrowers. Its forward-thinking approach to business and innovative financing solutions
have contributed to its rapid success. In a short period, the Bank has gained a strong
reputation in Bangladesh’s banking sector, being regarded as a visionary institution.
Southeast Bank PLC. engages in a variety of banking services aimed at supporting the
growth of trade and commerce within the country. The institution also emphasizes key
objectives such as maintaining a robust CAMEL rating, nurturing relationship banking,
implementing automated systems, ensuring adequate liquidity, and fostering
transparent and accountable management practices across all levels of the
organization.

2.2 Mission of Southeast Bank PLC.:

The mission of Southeast Bank PLC. is to provide quality and innovative banking
services with the highest level of professionalism and ethical standards. The bank is
committed to ensuring customer satisfaction, contributing to economic development,
and building long-term relationships with stakeholders. Through the efficient use of
technology, skilled human resources, and sound management practices, Southeast
Bank PLC. aims to deliver sustainable financial solutions while maintaining integrity,
transparency, and excellence in all aspects of its operations.

2.3 Vision of Southeast Bank PLC.:

The vision of Southeast Bank PLC. is to become a leading financial institution in
Bangladesh by delivering world-class banking services, fostering innovation, and
maintaining the highest standards of corporate governance. The bank aspires to be
recognized for its commitment to customer satisfaction, employee development, and
sustainable growth, ultimately contributing to the nation’s economic progress and
financial inclusion.

2.4 Objective of Southeast Bank PLC.:

Southeast Bank PLC. aims to establish itself as a trusted and innovative financial
institution committed to excellence in customer service and long-term value creation.
The bank’s core objective is to deliver high-quality, technology-driven banking solutions
to meet the evolving needs of individuals, businesses, and communities across
Bangladesh. By promoting financial inclusion, the bank seeks to bring unbanked and
underserved populations into the formal financial system, contributing to national
economic growth. In addition to financial goals, Southeast Bank PLC. is focused on
ensuring sustainable development through responsible banking practices, ethical
governance, and social contribution. The bank invests heavily in human capital,
recognizing that a skilled and motivated workforce is essential for maintaining
operational efficiency and customer satisfaction. Southeast Bank PLC. strives to
enhance employee productivity, streamline internal operations, and maintain a
competitive edge in the financial sector through continuous improvement of its HR
systems and adoption of advanced digital tools.
2.5 Corporate Social Responsibility of Southeast Bank PLC.: Southeast
Bank PLC. is committed to fulfilling its responsibilities toward society through a broad
range of Corporate Social Responsibility (CSR) initiatives. The bank believes that
sustainable business growth is closely linked with the well-being of the communities it
serves. As part of its CSR strategy, Southeast Bank PLC. invests in education,
healthcare, environmental sustainability, and community development. One of the key
areas of focus is education, where the bank provides scholarships to underprivileged
but meritorious students across the country. It also supports various educational
institutions to improve learning environments. In the field of healthcare, the bank
sponsors medical camps, donates to hospitals, and provides financial support for critical
treatments of disadvantaged patients.
2.6 Southeast Bank holds 19th AGM and Declares 16% cash Dividend
and 5% Bonus share:
Southeast Bank held its 19th Annual General Meeting (AGM) and announced a
dividend payout of 16% cash dividend and a 5% bonus share to its shareholders. The
AGM likely took place at the Bashundhara Convention Centre-2 in Dhaka. The bank's
Chairman, Mr. Alamgir Kabir, presided over the meeting, and the Managing Director,
Shahid Hossain, highlighted the bank's operational performance and future plans.
The key details from the AGM include:
1.19th AGM: The bank held its 19th Annual General Meeting.
2.16% Cash Dividend: Shareholders received a 16% cash dividend.
3.5% Bonus Share: A 5% bonus share was also declared.
Venue: The AGM was held at the Bashundhara Convention Centre-2 in Dhaka.
[Link]: Alamgir Kabir presided over the meeting.
Managing Director: Shahid Hossain presented the bank's operational performance.

2.6 SEBL,S ORGANIZATIONAL STRUCTURE:

 Chapter 3:
Internship Role and Responsibilities
3.1 Role and Responsibilities:
During my three-month internship at Southeast Bank PLC., I took on the role of an HR
intern within the Human Resources Department. My main responsibilities involved
supporting the HR team with tasks related to finding new employees, training staff,
managing employee performance, and maintaining good employee relations. I helped
review applications, coordinate interviews, and ensure the recruitment process ran
smoothly. I also played a role in welcoming new hires by assisting with onboarding,
making sure all paperwork was completed correctly, and providing necessary
information to help them settle in comfortably.
at Southeast
3.2 Rationale key points of Those Roles and Responsibilities:
During As an HR intern, my role was to contribute to the efficient operation of the
Human Resources (HR) department at Southeast Bank PLC. The organization truly
values the growth and development of its employees, emphasizing the importance of
fostering a supportive work environment. My responsibilities centered around critical
tasks such as recruitment and onboarding, which involve identifying potential
candidates and facilitating their transition into new roles. By actively participating in
these processes, I played a part in attracting skilled and motivated individuals to join the
team. Working together with HR staff and employees, and aiding in the preparation
of evaluation reports.

[Link] with evaluations of performance:

 .My role involved helping the HR team prepare and plan performance review
meetings, which involved setting dates, sending out reminders, and ensuring that
all were taken care of.
 .My role involved monitoring the completion of performance reviews ensuring
timely submission of evaluations as per as company policy.
 As HR intern my role having the right employees since it enhances the banks
performance and supports its overall mission and goals.
[Link] feedback from staff members:
 By receiving feedback from employees about their experiences with the
performance evaluation process though surveys and informal interviews was
instrumental in helping me
 I gathered comment data, examined it, and informed the HR team of the most
crucial findings to enhance the assessment process.
[Link] support for HR systems:
 I maintained precise employee records within the HRIS (Human Resource
Information System) in collaboration with the HR team. This involved inputting
 data regarding performance and ensuring its accuracy for subsequent
evaluations.
 I contributed to the development of performance indicators and employee targets
in the HR system, which guaranteed that the system always displayed the most
current performance expectations and objectives.
[Link] Performance Evaluation Reports:
 The process of gathering information on staff development, successes, and
performance trends allowed me to compile performance reports. These reports
were then employed to recognize high performers and those who needed further
assistance or growth opportunities.
[Link] performance feedback sessions:
 I was involved in the setup of personal feedback meetings between team
members and their supervisors, ensuring that the feedback provided was positive
and in accordance with corporate aims.
At Southeast Bank PLC. my internship role granted me important practical experience in
the HR department, especially in the realm of employee performance evaluation. The
responsibilities I undertook enabled me to apply theoretical knowledge to real-world
situations, enhancing my grasp of performance appraisal systems and their role in
organizational success.

3.3 The skills and tools that ware employed:

I acquired and employed numerous skills essential for successful human resource
management, particularly in the evaluation of employee performance. These skills
comprised communication, data analysis, organization, and report writing. Additionally, I
gained practical experience with various tools and software typically utilized in HR
processes, which assisted in optimizing performance tracking and documentation. This
combination of skills and tools bolstered my ability to contribute effectively to the HR
team.

HRIS is where human resource information is stored:

 To uphold employee records, supervise performance data, and modify individual
performance objectives, I regularly worked with HR, the HRIS of the organization.
This system facilitated the centralization of employee information and ensured
that every performance metric was accurately entered and easily accessible for
analysis.
 Additionally, to facilitate the establishment and tracking of performance targets, I
also employed Workday, a performance management tool, thereby ensuring
alignment with corporate goals.
  Moreover, to assist in the formulation and tracking of performance targets, I also
utilized Workday, a performance management tool, thus ensuring alignment with
corporate objectives.

The Microsoft office and Google tools that have been used:
 Create and maintain performance dashboards,monitor, individual performance
measures and use Microsoft excel and word to generate comprehensive reports.I
can analyze trends in employee data using word and excels data visualization
features and tables.
 I was able to track the progress of the team appraisal and assist in creating
performance evaluation templates though real time communication with HR team
using google softwares.
 Feedback from employees regarding their performance review experiences was
collected through Google Forms . These platforms allowed me to design and
distribute surveys, facilitating the gathering of valuable insights to improve the
evaluation process. I utilized the analytical features provided by these tools to
analyze survey feedback, identifying common patterns and areas that require
improve.

Through the internship, I developed my technical and interpersonal skills that are
essential for HR functions. The combination of my proficiency in HR software and
analytical tools, together with my enhanced communication and organizational skills,
has prepared me to adeptly handle performance evaluation tasks in real-world
scenarios. Additionally, I provided support with data entry for employee performance
evaluations, aiding the HR team in monitoring employee development and pinpointing
areas that needed enhancement.
s