Report-on-Human-Resource-Management-of-Mutual-Trust-Bank-Limited.
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Human resource (or personnel) management, in the sense of getting things done through
people. It's an essential part of every manager's responsibilities, but many organizations
find it advantageous to establish a specialist division to provide an expert service
dedicated to ensuring that the human resource function is performed efficiently.
"People are our most valuable asset" is a clich which no member of any senior
management team would disagree with. Yet, the reality for many organizations is that
their people remain
under valued
under trained
under utilized
poorly motivated, and consequently
perform well below their true capability
The rate of change facing organizations has never been greater and organizations must
absorb and manage change at a much faster rate than in the past. In order to implement a
successful business strategy to face this challenge, organizations, large or small, must
ensure that they have the right people capable of delivering the strategy.
From education the theoretical knowledge is obtained from courses of study, which is
only the half way of the subject matter. Practical knowledge has no alternative. The
perfect coordination between theory and practice is of paramount importance in the
context of the modern business world in order to resolve the dichotomy between these
two areas. Therefore, an opportunity is offered by Independent University, for its
potential business graduates to get three months practical experience, which is known is
as Internship Program. For the competition of this internship program, the author of the
study was placed in a bank namely, The Mutual Trust Bank Limited. Internship
Program brings a student closer to the real life situation and thereby helps to launch a
career with some prior experience. This paper is titled Working report on General
Human Resource Management of Mutual Trust Bank Limited originated from the
fulfillment of the BBA program. My internship was at The Mutual Trust Bank Ltd.,
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Gulshan Branch, Dhaka. During my internship, I had to prepare a report under the
supervision of [Link] Zahid Haq BBA program, Independent University.
1.2 The Purpose of the Study:
The purpose of the study is to analyze the general procedures, criteria, activities and
overall feedback of Human Resource Management procedure in the context of Mutual
Trust Bank Limited. For fulfilling the requirement for the degree of BBA.
1.2.0. Objective of the Study:
The objective of my study can be divided into two segments. These are given below:
1.2.1 Primary Objective:
The primary objective of this report is to meet the requirements of the course, BBA
499A, Internship.
1.2.2 Secondary Objective:
The secondary objectives are:
To know the concept of Human Resource Management procedure and its impact
in Job Market of Bangladesh.
To be familiar with Human Resource Management procedure procedures.
To understand the terms and conditions of Human Resource Management
procedure.
To value the Human Resource Management Procedure in The Banking Industry.
To suggest some recommendations for development of Human Resource
Management procedure.
1.3 Data collection:
(I) Primary data- Discussion with the reactive organizations officials
(ii) Secondary data- For the completion of the present study, secondary data has been
collected. The main sources of secondary data are:
Annual report of Mutual Trust Bank Limited. (2009)
Data from published reports of Bangladesh Bank
Different Books, journals, Periodicals, News papers etc.
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1.4 Limitation of the study:
To make a report various aspects and experience are needed. But I have faced some
barriers for making a complete and perfect report. These barriers or limitations, which
hinder my word, are as follows:
Difficulty in accessing data of its internal operations.
Non-availability of some preceding and latest data
Some information was withheld to retain the confidentiality of the bank.
I was placed to this Bank for only 12 weeks of time & working like a regular
employee hindered the opportunity to put the effort for the study.
Major limitation to make this report is not availing the Half- Annual report of 2010,
which is not yet published.
1.5 Frame work of the study:
For the internship program, I was taking part my internship at Gulshan Branch of Mutual
Trust Bank Limited. My objective was to get a clear idea about the Human Resource
Division activities of the Bank. I was assigned by my organization supervisor to study
different division and mainly focus on to work on Human Resource Division. In
particular I was mainly work on Human Resource Division. I had to analyze the different
aspects of the Human Resource Management procedure.
Chapter: 2
Company Profile
2.1 Mutual Trust Bank Limited: An Overview:
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To achieve financial ideology Mutual Trust Bank Ltd was established (registered) as a
public limited company on 29 September 1999. The inaugural ceremony took place on 27
September 1999. Some very renowned Banking Personnel and businessmen of the
country are the sponsors of the bank. The Bank is committed to contribute significantly in
the national economy. It has made a positive contribution towards the socio economic
development of the country by opening 49 branches on which 16 authorized dealer (AD)
throughout the country. To render improved services to the clients imbued with banking
spirit of brotherhood peace and fraternity and by developing an institutional cohesion.
The Bank is committed towards establishing welfare oriented banking system, economic
uplift of the lower-income group of people, create employment opportunities.
2.2 Organization structure of Mutual Trust Bank Ltd:
Mutual Trust Bank Ltd. (MTBL) was incorporated on 29 September 1999, under the
companys act-1994 as a pioneer commercial bank in the private sector in Bangladesh
with its Head Office in Dhaka. The bank started functioning from 05th October 1999
with the approval of Bangladesh Bank under the guidelines, rules and regulations given
for scheduled commercial banks operating in Bangladesh.
2.3 Capital structure of Mutual Trust Bank Limited:
The authorized capital of Mutual Trust Bank Ltd. is 38, 00,000,000 divided into
38,000,000 ordinary shares of Tk.100 each. The total paid up capital rose to taka 2120.00
million at the end of 2009. At present the composition of the existing shareholders of the
bank is as under:
1) Bangladeshi sponsors/ Directors: 41.59%
2) Bangladeshi General Public: 27.55%
3) Institute: 30.86%
2.4 Membership Of Mutual Trust Bank:
Metropolitan Chamber of Commerce and Industry, Dhaka (MCCI, D)
The Institute of Bankers Bangladesh (IBB)
Bangladesh Foreign Exchange Dealers Association (BAFEDA)
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Bangladesh Institute of Bank Management (BIBM)
International Chamber of Commerce Bangladesh Limited (ICCB)
Association of Bankers Bangladesh Limited (ABB)
Bangladesh Association of Publicly Listed Companies (BAPLC)
American Chamber of Commerce in Bangladesh (AMCHAM)
2.5 Corporate Mission and Vision Mutual Trust of Bank Ltd:
2.5.1 Mission Of Mutual Trust Bank:
We aspire to be one of the most admired banks in the nation and be recognized as an
innovative and client-focused company, enabled by cutting-edge technology, a dynamic
workforce and a wide array of financial products and services.
2.5.2 Vision Of Mutual Trust Bank:
Mutual Trust Bank's vision is based on a philosophy known as MTB3V. We envision
MTB to be:
One of the Best Performing Banks in Bangladesh
The Bank of Choice
A Truly World-class Bank
2.6 Mutual Trust Bank Board of Directors:
The following are members of the MTB Board of Directors. To view their brief
biographies please click on the names.
Mr. Samson H. Chowdhury, Chairman
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. Dr. Arif Dowla, Vice Chairman
Mr. Syed Manzur Elahi
Mr. Md. Hedayetullah
Mr. Mohammed Abdur Rouf
Mr. Md. Abdul Malek
Mr. Rashed Ahmed Chowdhury
Mrs. Yasmeen Haque
Mr. Md. Wakiluddin
Mrs. Khwaja Nargis Hossain
Mr. Md. Nasirullah
2.7Structure of MTBL:
Managing Director (MD)
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2.8 Management Hierarchy:
Deputy Managing Director (DMD)
Senior Executive Vice President (SEVP)
Senior Executive Vice President (SEVP)
Senior Vice President (SVP)
Vice President (VP)
Senior Assistant Vice President (SAVP)
Assistant Vice President (AVP)
First Assistant Vice President (FAVP)
Senior Executive Officer (SEO)
Executive Officer (EO)
Principal Officer (PO)
Senior Officer (SO)
Officer
Junior Officer (JO)
Assistant Officer (AO)
Chairman
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2.9Corporate Website Of Mutual Trust Bank:
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2.10 Business Objectives of Mutual Trust Bank:
Make sound investments.
Meet capital adequacy requirement at all the time.
Ensure 95% recovery of all advances
Ensure a satisfied work force.
Focus on fee-based income.
Adopt an appropriate management technology.
Install a scientific MIS to monitor Banks activities
2.11 Product Service Information of Mutual Trust Bank:
I. Finance/Loans:
Cash Credit
Secured Overdraft
Bank Guarantee
Long Term and Short Term Financing
House Building Loan
Car Loan
II. Foreign Exchange
Non Resident Foreign Currency Account (NFCD)
Vice Chairman
Managing Director
Deputy Managing Director
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Non Resident BDT Deposit Account (NRTA)
Resident Foreign Currency Deposit Account (RFCD)
Foreign Currency Deposit Account
Money Gram
III. Deposit Scheme
Savings Bank Account (SB A/C)
Current Deposit Account (CDA/C)
MTBL Senior
MTBL Inspire
Fixed Term Deposit (FDR)
Short Term Deposit (STD)
Money Double Deposit Programs
Premium Term Deposit
Interest Earning Term Deposit
Chapter: 3
Job as an Internee in MTB
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3.1 Job Description:
As per my appointment letter my job description mentioned that an intern will working
under the direct supervision of MTBL Gulshan Branch and in the special project assigned
by supervisor. Apart from project work intern are required to assist supervisor by doing
the job assigned from time to time. Interns working hours will be: Sunday to Thursday
9:00 am to 5:00 pm intern should conduct themselves in a manner, which is not
prejudicial to the Banks interest. On the completion of the program intern is required to
submit a report on the project within the agreed time.
3.2 Specific Responsibilities of the Job:
I have worked in Human Resource department of the MTB Gulshan Branch. My daily
responsibilities were:
Receiving curriculum vita.
Check and sorting different type of human resource data on P.C.
Receiving Phone call form customer.
My job responsibilities was not fixed I used to do different type of work such as photo
copy of different type document. But the above mention was the most important
responsibilities which I found really challenging.
I used to receive C.V from candidate who is searching for job. I have to maintain a serial
number and scanning the from best to worst.
HRD Head
Junior HR Officer Internship Senior HR Officer
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I also used to type different type official letter which was issued from H.R department of
MTBL.
I used to receive phone call form outsider as well as form customer of Mutual Trust Bank
Limited and through them to respective officer for service.
3.3Different Aspects of overall Job Performance:
Working in a bank is so much challenging. Banks has so many rules, regulations and
confidentiality in working process. People who work in bank have to be alert and
conscious all time. Not only alert and consciousness but also bankers have to do work
faster with 100% accuracy. There is no chance to do mistake. So as an intern in the bank I
also had to go through the process. There was lot of pressure of work. In my working
period, MTB managing director has changed. So their management has also changed
largely. Interest rate is revised. And head office has audits the branch whole documents.
For these reasons, every paper documents and processes was revised and checked to
resolve error and update with new systems. I have checked the most of the documents
accurately. It was a great opportunity for me that I could learn about the process and how
to work accurately and faster under so much pressure.
Chapter: 4
Human Resource Management
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4.1 Human Resource Management of Mutual Trust Bank:
Human resource development and management has been proved as one of the most
Critical aspects of attaining organizational effectiveness. Human Resource Management
(HRM) is concerned with the people dimension in management. Mutual Trust Bank
Limited. Since its inception, has placed equal emphasis on all the four key functions of
the processor HRM-acquisition, development, motivation and retention. The various
programs undertaken by the Mutual Trust Bank to enrich the quality of human resource
are mainly aimed at increasing professional knowledge and skill levels of employees
through training and development, in order to form a well-equipped work force for
providing excellent services to the customers.
Moreover, top executive of the Bank are frequently send abroad for enabling them to
Know the functions and mechanisms of financial, money and security market of the
Developed countries and also to exploring business opportunities. Quit a large numbers
of executives and officers of the Bank have so far been trained at Bangladesh Institute of
Bank Management (BIBM), Bangladesh Bank Training Academy (BBTA) etc. covering
Divers areas of the financial system including commercial banking as carefully selected
are largely concentrated around core banking issues like credit management, international
Trade, treasury management, audit and inspection, loan review & monitoring and project
Management.
4.2 Job Requirement Analysis:
For effective recruitment and selection HR personnel of Mutual Trust Bank Limited does
job Requirement analysis at first. In which post they need how many employee(s), what
should be qualification of that employee(s), in which time they need the employee(s), for
rural branch or out side of Dhaka branches from where they have to recruit employee(s)
etc. Without this requirement analysis an organization can not requite effectively and
efficiently.
4.3 Recruitment:
Recruitment refers to process of finding right people for the right job or function,
Usually undertake by Human Resource Department. Advertising is commonly part of the
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Recruiting process and Mutual Trust Bank does it through newspapers. Mainly two
newspapers they advertise for Prothom Alo and Daily Star. Different job required
different skills. So, suitability for a job is typically assessed by looking for skills, e.g.
communication skills, computer skills. Evidence for skills required for a job may be
provided in the form of qualifications (educational or professional), experience in a job
requiring the relevant skills or the testimony of references.
4.3.1 Recruitment Process:
Management Trainee recruitment process is different than other employee. In case of
Management Trainee Mutual Trust Bank takes written examination. Other employees
recruitment processes are as follows. After advertising the newspaper the Banking
Officers and Trainee Officers of Human Resource Department collect the CVs from
reception desk. CVs are posted by hand or by post. HR employee preliminary screen the
CV by matching the post they want for. With the instruction of First Assistant Vice
President (FAVP) of HRD Banking Officers and Trainee Officers start to entry the CVs
in the software. Software is also screening the by matching the criteria, because software
is designed as the criteria set up. If the criteria dont match the software will not allow to
entry the CV. After entering the CV in the software they printout the CV statement in
quizzes format, six CVs are in one page. With the statement the Banking Officers go to
the Head of the HRD. The Head of the HRD, Senior Executive Vice President (SEVP),
Executive Vice President (EVP) do an informal discussion and screen the CV. Then these
top level managers give a schedule for interview. First Assistant Vice President (FAVP)
of HRD set the venue for interview and call the top level management to lead the
interview. Banking Officers call the candidates to attend the interview. If the preliminary
interview is successful, the candidate will be invited to another interview. Then the
selected candidates have to face the final interview. It is not set that, there will be three
interviews. It could be four or more, depends on situation and post.
4.4 Joining:
After selecting from the recruitment process bank offer the candidate to join the bank. If
candidate agree to join, the bank then gives him/her appointment letter. In appointment
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letter the date of joining, which document should be attached, salary parameters are
mentioned. With the reference of appointment letter within the joining date the candidate
have to come in the Human Resource Department (HRD) in the Corporate Office. The
Banking officer of the Human Resource Department (HRD) processes the joining. The
candidate has to fill up a joining form, in which there are personal information,
references, nominees name and percentage of given power of provident fund etc. S/he has
to sign the Code of Conduct, and submit a joining letter and a confirmation letter.
Banking Officer verifies his\her certificates, and collect nationality and medical
certificates. In terms of some employee like Management Trainee, they have to sign bond
to join the service. These all documents will enclose in his/her personal file. After
collecting all the documents Banking Officer creates the candidates personal file and go
to the Head of the HRD and DMD to accept his/her joining. After accepting his/her
joining, now the candidate becomes an employee and Human Resource Department
(HRD) gives him/her a posting order. In that posting order the branch and date of joining
are mentioned. With the reference of that posting the employee have to report the
mentioned Branch Manager within the mentioned date. A personal file contains:
CV
Offer of Appointment Letter and Appointment Letter
Office notice of selected employee (with sign of FAVP, SEVP, MD)
A copy of Certificates
Joining Form
Confirmation and Joining Letter
Posting Order and Released Order
Training Information (If any)
Annual Confidential Report (ACR)
Office notice of interview for Confirmation of Service
Confirmation of Service Letter
New Pay Scale
Provident Fund Information
Leave Fair Assistant (LFA)
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Office notice of interview for Promotion
Promotion Letter (If any)
Leave Information (If any)
Trade Allowance and Daily Allowance(If any)
Loan Information (If any)
4.5 Posting and Transfer:
An employee first joins in the Human Resource Department (HRD) in the Corporate
Office. After accept his/her joining s/he is posted to Branch Office. Before to get the
Posting order employee doesnt know in which Branch s/he will be posted. All jobs are
Transferable in this Mutual Trust Bank. The Competent Authority has the right to transfer
employees of the Bank from one department to anther department or from one branch to
another branch of the Bank. Human Resource Department keeps one copy of posting in
employees personal file and the copy of posting order distribute among employee, the
FVP and manager of employees branch, DMD and head of Corporate Affairs and
Administration, Managing Directors Secretariat Mutual Trust Bank Limited the FVP and
manager of branch where employee will be posted and IT Department.
4.6 Annual Confidential Report (ACR):
Annual Confidential Report (ACR) is the evaluation report on the work performance and
personal skills. In an ACR report there will be the basic information like employees
personnel information, period of evaluation start to end, remarks (if any), rater name etc.
This evaluation based on five-likart scale (Below average 1, average 2, good 3, very good
4 and outstanding 5) . Mutual Trust Bank evaluates two factors, one is personal traits and
other is performance factors.
In personal traits evaluation there are ten things.
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1. Discipline and Punctuality
2. Initiative and Drive
3. Team Spirit
4. Intelligence, Diligence and Alertness
5. Honesty, Integrity and Sincerity
6. Interpersonal Relationship Skill
7. Creativity and Innovations
8. Flexibility
9. Loyalty and Devotion
10. Fitness
And in performance factor there are also ten things.
1. Professional Knowledge
2. Improving Corporate Culture
3. Decision making ability
4. Ability of visualize and plan
5. Ability to act on emergent situation
6. Ability to implement decisions
7. Ability to guide and create team work
8. Communication Skills
9. Customer Relationship
10. Acquaintance with technological improvement
An employee has not any right access to his/her ACR, but s/he will be informed; so
that s/he can correct/improve/rectify himself/herself from his/her weaknesses if s/he has
any. After finishing the Annual Confidential Report (ACR) in paper HR department enter
those reports in the database.
4.7 Confirmation of Service:
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When an employee joins in the service s/he will remain under provision of one year. If
the employee performs satisfactory in his/her job s/he will confirm of his/her service and
thatis normally a promotion. For example, one employee joins as a Teller or Trainee
Officer, if his/her performance is satisfactory then s/he will confirm as Banking Officer
(BO). If the employees performance is not satisfactory then the bank can extent the
provision or can confirm as Teller or Trainee Officer.
4.8 Leave Fare Assistant (LFA):
Leave Fare Assistant is the fifteen days leave with one month gross salary amount
Payment and this payment will not count in monthly salary. After one year of
confirmation of service every employee will get this facility for every year. For mental
And physical recreation of employee Mutual Trust Bank provides this facility and this
mandatory for an employee. Leave Fare Assistant is payable to the employees or their
nominee(s) who are not in the payroll of the bank on the date of payment due to
retirement/death. With the provision that those who have completed one full year of
service in the Bank before the date of payment will receive entire amount of LFA and
others not completing one full year on the date of payment will receive LFA
proportionate to his/her period of service during the concerned year.
4.9 Leave:
Following kinds of leave allowable to employees of the bank:
4.9.1 Earn Leave:
On completion of period of one year of continuous service in the Bank all
employees get earned leave on full pay. The maximum amounts of such leave that may
be accumulate four months.
4.9.2 Disability Leave:
Disability leave may be granted by the Board to an employee who is disabled by
injury inflicted or caused in accident.
4.9.3 Maternity Leave:
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Maternity leave may be granted by the competent authority to an employee for a
maximum three months period at a time.
4.9.4 Casual Leave:
Casual leave means a leave of absence for very short period of days, granted to an
employee who may be unable to attend duty due to sudden illness or urgent
private/family affairs. On completion of period of three years of continuous service in the
Bank employee may earn study leave without any pay and allowances, for a period not
exceeding two years may be granted by the Board to an employee to enable him/her to
study considered useful for his/her services under the Bank.
4.10 Pay and Allowance:
The scale of pay and other allowances of officers and employees of the bank are
prescribed by the Competent Authority from time to time. The initial pay of an employee
appointed or promoted to the higher post are ordinarily fixed at the initial stage of the
scale of pay of the post to which he promoted or appointed.
President and Managing Director to Banking Officer the salary breaks down are Basic
pay, House Rent Ceiling, Conveyance Allowance, Medical Allowance and Entertainment
Allowance. Here House Rent Ceiling is 54%, Conveyance Allowance is 26%, Medical
Allowance is 10% and Entertainment Allowance is 10% of basic salary. Tellers and
Trainee Officers are got Consolidated Salary only, because they are on provision period.
Top level Officers from President and Managing Director to First Assistant Vice
President (FAVP) got extra charges like House Maintenance, Utilities and Car
Maintenance. Deputy Managing Director (DMD) and Senior Executive Vice President
(SEVP) got Electricity, Gas, Telephone and Domestic Aids also.
President and Managing Director to Executive Vice President (EVP) got direct car
from the bank. From Senior Vice President (SVP) to First Assistant Vice President
(FAVP) got Car Loan facility. And President and Managing Director to First Assistant
Vice President (FAVP) got House Loan also. These loan special for bank staff only, and
the name of these loan are Staff Car Loan, Staff House Building Loan. The bank takes
only 7% interest on these loan. Group Insurance facilities will get the entire confirmed
employee. This insurance basically health insurance and will get facilities on only
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hospitalization. In this insurance officers and executives will get the benefit of one spouse
and two children.
4.10.1 Kinds of Terminal Benefits:
The following kinds of terminal benefits are allowable to a regular and full-time
employee of the bank. Gratuity Contributory Provident Fund Benevolent Fund
4.10.2 Festival Bonus:
Regular employee will be entitled to Festival Bonuses payable on the occasion of EidulAzha and Eid-ul-Fitre. The bonus amount will be the half of his/her salary.
4.10.3 Performance Bonus:
If the bank makes profit, the employees will be entitled to 3% of pre-tax profit as
performance bonus. Fifty percent of such bonus distributed on the basis of basic pay of an
employee, and balance fifty percent on the basis of performance of individual employees.
Performance appraisal for the purpose made on the criterion set by the management time
to time.
4.10.4 Cash award:
The Competent Authority may grand cash reward to any of its employee for
performance of a work which is occasional in character and innovative or research and
development oriented warranting special merit as to justify the payment of the same.
4.10.5 Rewards for Passing Banking Diploma Examination:
The employee of the who will pass Banking Diploma Part-I Examination in the first
chance will get a cash reward of TK.25,000 and those who will pass Banking Diploma
Part-II Examination in the first chance will get a cash reward of TK.50,000. Those who
will pass Banking Diploma Part-I Examination in the first chance securing highest mark
will receive an additional cash reward of TK.25,000 and those who will pass Banking
Diploma Part-II Examination in the first chance securing highest mark will receive an
additional cash reward of TK.50,000. The cash rewards for Banking Diploma Part-I and
Part-II Examination in one more than one setting will be TK. 10,000 and TK. 20,000
respectively.
4.10.6 Annual Increment:
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If employees service records and Annual Confidential Report (ACR) are satisfactory
then the Competent Authority sanctions the increment on the salary. The percentage of
salary increment is not fixed; it varies on Competent Authority decision. If the service
records and Annual Confidential Report (ACR) are not satisfactory of an employee then
the Competent Authority put him/her on special report for a period not exceeding six
months and upon receipt of such report may sanction the increment either from
demonstration or from immediate effect or may defer it for the whole year.
If an employee recognized of his/her outstanding and meritorious performance then the
Board may decide to give him/her another special increment in one year period of time.
4.10.7 Travel allowance and Daily Allowance:
When bank send any employee for training and call any employee for interview then
the bank will give him/her travel allowance and daily allowance. In this case the
employee has to claim his/her allowance with bus/ train/ plane tickets. Human Resource
Department will verify the claim and pay the employee.
4.11 Promotion:
The criteria for promotion to a specified post usually merit-cum-seniority. A person
will be eligible foe promotion if he has the satisfactory records of service, meets the
criteria for promotion, and has clear recommendation for promotion in his/her ACR. If
there is any departmental proceeding in underway against him/her or any penalty other
than censure or warning has been imposed on him/her within the last three years then the
employee will not be promoted. In terms of every promotion the employee has to face
interview board. There are number of years to become eligible for promotion from the
ranks mentioned below to the next higher ranks:
4.11.1 Post Eligibility for Promotion:
Officer Two years experience as Junior Officer or one years experience as Probationary
Officer selected through competitive test.
4.12 Training:
Training is the processes of teaching the employee the skill for their better act upon on
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the job. Training is very helpful for the employees for their better performance. There are
many methods of training, but in the banks of Bangladesh two methods are commonly
used, lecture and on-the-job training. Many institute and banks like BIBM, IBA, World
Bank, Asian Development Bank, Bangladesh Bank, Citi Bank etc arrange varies kind of
training. Lots of banks of Bangladesh have their own training institute and other banks
employee can participate in that training. Mutual Trust Bank employees also participate
in the other banks training also. Mutual Trust Bank doesnt have its own training institute
but this bank arranged many type of training in its corporate office and other banks
employees can contribute these trainings. A number of trainings are specific for specific
department like Awareness of fake money, money laundering, Q-cash debit card are
compulsory for cash
department employees. Other trainings are like Customer Credit Scheme and Lease
Finance Scheme, Credit Risk Grading, Credit risk Management, Loan Classification and
Provisioning, Loan Documentation, Lessons Learnt from Credit Feature, Structured
finance for Large Projects in Bangladesh, Exchange Rate Management etc. Employee can
not participate any in-house training from their own interest, Human Resource
Department will select the employee to participate the training. Human Resource
Department sends office notice to those employees to attend the training. After attending
their training the employee have to submit a report on that training to the Human
Resource Department. Some times Human Resource Department sends the employee to
attend the training outside of the Bangladesh.
Chapter: 5
Recommendation
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In Mutual Trust Bank Limited I worked in HR Department. Here I gather the practical
experience of human resource management and how manage an information system of an
organization. Though its my first experience, I gather some problems by discussing the
HR personnel. So I would like to recommend about those problems as follows.
5.1 Extension of Human Resource Department:
With 49 branches Mutual Trust Bank has 711 employees. But in HR department the
numbers of employees are 10 to 12. When something change for all employees like
Increment it is tough for them to update whole employees file. It is too hard for HR
employees to update all employees data. I have gone through a focus group discussion
(FGD) with HR employees and they also discussing that, the HR department should be
gradually extended at the branch level as the bank is expanding so that each branch has a
HR official. A Study on Human Resource Management and Human Resource
Information System of Mutual Trust Bank.
5.2 Stop Reference Appointment:
Mutual Trust Bank management and particularly the Board of Directors must change the
System of appointing people by giving their reference. It has been deeply observed that
most of the reference appointees are not up to the standard and have a poor performance.
For the sake of the banks future and further strengthening the quality of work force, this
tendency to appoint people on reference must be stopped. It may not be absolutely
possible to eliminate the reference appointment system as it is a local private company.
But still the tendency can be reduced to a certain extent if bold steps are undertaken by
the management and the Board of Directors.
5.3 Trained System Operators:
Currently the branches do not have qualified system operators, rather ordinary persons
have been appointed in this position and they learned the job by a trail and error process.
This tendency should be eliminated immediately and next time the management or the
concerned department should recruit qualified and skilled system operators who have
both hands on experience as well as some academic background.
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5.4 Utilize the Existing System:
Mutual Trust Bank has fully automated system in Human Resource Department. But they
dont totally utilize this software. Still they do paper based work. In case of Salary
payment they use Excel Sheet Record. It is true that it is too hard for HR employees to
update all employees data. But they have the system and they should utilize that
properly.
Chapter: 6
6.1 Lesson I have learnt:
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Formulating a succession planning and better salary package is helpful to retain the
employee and it will save the organization from incurring loss in Training and
Development program. If the succession planning and salary package is not attractive, the
organization may face lack of talented employee.
A proper evaluation system is very essential for the organization. If the evaluation
process does not reflect the real scenario all other efforts will be ruin miserably. In case
of bank, as the branch Manager and Deputy Branch Manger handles the whole HR
activities in the branch level, so they should be trained on Human Resource Management.
To get proper evaluation result the HRD may go through a cross functional evaluation
process, as instance, each and every member of a branch will evaluate separately all the
employees, except thyself, of that branch.
The HRD may formulate a secret evaluation form which will be evaluated by each and
every employee of a branch, except the branch Manager and the Deputy Manager to
evaluate the HR practice of the Branch Manager and Deputy Branch Manager.
The Recruitment board should be HRD oriented. HRD can find out the best fitted
employees for the organization. And the organization should not have any predetermined
preference for any institutes student, because sometimes it causes bias decision. The
diversified workforce could be a better team which may fulfill the organizations need
properly.
6.2 Conclusion:
This report is the result of three months internship program in the Human Resource
Department of Corporate Office of Mutual Trust Bank. Regarding my days spent at
Mutual Trust Bank, I gathered knowledge that is going to help me in building my career
in future.
In my report, I have tried to reflect my understanding and experience that I have
gathered as correctly as possible. In spite of this, there may be some imperfections.
From the practical point of view I can declare boldly that I really have enjoyed my
Internship program at that branch from the very first day.
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