Term Paper

Training and Development System of

a Private Bank - A study on Jamuna Bank

Supervised To:
Md. Nazir Uddin Mia
(Associate Professor)
Depertment of Management
Govt Tolaram College, Narayanganj.

Prepared by:
ABIR ROY
Reg. No: 14326095530
On behalf of Group: “Meghna”
Master of Business Administration (MBA)
Masters Final
College Code:5601
Govt. Tolaram College, Narayangonj.

Date of submission:
 Letter of transmittal

To
The Chairmen
Term paper committee
Department of management
Master of Business Administration(MBA)
Masters Final
College Code :- 5601
Govt. Tolaram College, Narayangonj

Subject: Submission of term paper on “Training and Development

System of a private bank - A study on Jamuna Bank”

Dear sir,

It gives me most pleasure to submit my term paper titel “Training and

Development System” in partial requirement for Master of Business
Administration(MBA) Govt. Tolaram College, Narayangonj under National
University.

I tried my levelbest to gather necessary and relevant information for

preparing this report.

With regards
Obediently yours.
ABIR ROY
Reg:- 14326095530
Masters Final
Department of Management
Master of Business Administration(MBA)
College Code :- 5601
Govt. Tolaram College, Narayangonj.
 Acknowledgement

At first I would like to express my Higher graduate to almighty for

special biessing to prepare the report. I would like to give special
thanks to Associate professor Md. Nazir Uddin Mia for this great
co-operation in my term paper.

I like to thanks to all authors of Training and Development Books

providing me necessary information. I also like to thanks the
person who helped me providing me essential papers and
documents. I am indebted to all of my teachers of Department of
management of Govt. Tolaram College, Narayangonj who have
taught me at differen levels.

Fainally I would like to acknowledge with sincere thanks to my

great parents, brother and friends who provide me mental support.
During prepare of this report period I enjoyed very much about
Training and Development sector.

………………………
Date:………………
 Certificate Of Supervisor

This is to certify ABIR ROY is a student of MBA. Reg. No:

14326095530 successfully completed his Term Paper Entitled
“Training and Development” under my supervision as the partial
fulfillment for the award of MBA. He has done his job according
to my supervision and guidance. He has tried his best to do this
best, to do this successfully. I think this paper will help him in the
future to build up his career. I wish his success and prosperity.

…………………………………..
Md. Nazir Uddin Mia
(Associate professor)
Department of Management

Date:……………….
 Declaration

I declared that the term paper entitled “Training and Development”

in the group of “Meghna” Embodies the result of my own research
work, perused under the supervision of Associate Professor Md.
Nazir Udin Mia, Department of Management, Govt. Tolaram
College, Narayangonj.

I further affirm that the work reported in this paper is original and
is no part of any other students for the complation of MBA for the
degree have submitted whole of the report.

………………………..
ABIR ROY

Date:……………………
 Training and Development System of a private bank - A
study on Jamuna Bank
 
Over view of training:
Training can provide employees with knowledge and skills to perform more
effectively, preparing them to meet the inevitable changes that occur in their
jobs. However, training is only an opportunity for learning. What is learned
depend on many factors such as the design and implement of training, the
motivation and learning style of trainees and the learning climate of the
organization. Training is the part of integrate in which performance is against
criteria.
Training is developed and implemented in partnership with line managers, so a
clear link is create between what happens on the job. This text will take
complete training process as it is conducted under ideal conditions.
Unfortunately most of the organizations ideal conditions are not exist. One key
factor in employee motivation and retention is the opportunity employees want
to continue to grow and develop job and career enhancing skills. In fact, this
opportunity to continue to grow and develop through training and development
is one of the most important factors in employee motivation. There are a couple
of secrets about what employees want from training and development
opportunities. So organization should provide those scopes for employee’s
development. These ideas emphasize what employees want in training and
development opportunities. Training Development opportunities help to create
devoted, growing employees who will benefit both the business and
employee’s through your training and development opportunities.
In every company, Human Resources (HR) training or employee-related and
legally-related topics is mandatory, especially for managers and supervisors.
We need to equip our employees to handle their employee relations
responsibilities competently. But, for maximum positive impact and learning,
we need to make the HR training motivational and engaging.
The proper employee training, development and education at the right time
provides big payoffs for the employer in increased productivity, knowledge,
loyalty, and contribution. Learn the approaches that will guarantee a return on
your investment in training.
Motivation, Training

Motivation
Motivation as the direction, persistence, and amount of effort expended by an
individual to achieve specified outcome. Key factor in employee motivation and
retention is the opportunity to continue to grow and develop job and career
enhancing skills. There are a couple of secrets to what employees want from
training and development opportunities.

Training
Training is the process of change the behavior. Giving Knowledge, skills &
ability to a person. Training helps employees do their current job, the training
benefits of training mat extent throughout a persons career and help develop
that person for future responsibilities.

1. According to THAYER,
Training is the formal procedure which a company uses to facilitate employees
learning .So that their resultant behavior contributes to the attainment of the
company’s goals and objectives.

2. According to Blanchard & Thacker-

Training is a part of an integrated system in which performance is measure
against criteria (best practices benchmarks) that a tied to strategic objectives.
Training can provide employees with knowledge & skill to perform more
effectively, preparing them to meet the inevitable changes that occur in their
jobs. Training is only an opportunity for learning.

Basic objectives of training & development:

Training and Development objective, which should state the desire behavior
and condition under individual performance and program can be measured.

 Improves the job knowledge and skills at all level of the organization.
 Help employee identify the with organization goal.
 Improves relationship between Boss and Subordinate.
 Proper guidelines for work.
 Provide information for future needs in all areas of the organization.
 Create an appropriate climate for growth and communication.
 Employees adjust with new change.
 Provide information for improving leadership knowledge, communication
skills and attitude.
 Increase job satisfaction and regeneration.
 To improve the level of the skills, attitudes.
 To enhance the effectiveness of the org.
 
Importance of training & development:
 Organization’s get more effective decision making and problem solving.
  Develops sense of responsibility to the organization for being competent
and knowledgeable.
 Training reduce outside consulting cost by utilizing component internal
consulting.
 Through the Training & Development, motivational variables of recognition,
achievement, growth, responsibility are internalized and operational zed
 Training & Development program increase job satisfaction and
reorganization.

Training & Development:

This Section is responsible for assessing training needs in collaboration with
the operating/line Managers and in advanced countries of the world. This
Section is also responsible for the career planning of all the top Executives of
the organization.

Functions of HRD Section-

Assessing Training needs- Each unit will assess it Manpower’s
training needs on an annual basis based the objectives specified in the Annual
Operating Plan as well as the analysis of individual training needs defined in
Individual Operating Plans emerging out of the Annual Performance
Appraisal process. Prior to these annual planning exercises, HRD will provide
instructions and guidance about how this planning should occur.

Responsibilities:
The responsibility for assessing training needs is shared:
1. Employees together with their supervisors will discuss competencies and
areas that need development as part of the annual appraisal process.
2. Supervisors will negotiate with their employees about which areas can be
feasibly developed. The supervisor and coordination unit must provide the
required support (financial, time, logistics) needed to make the training happen.
3. Department need to assess their future directions and needs. Out of this
planning process will emerge training priorities. It is important that senior
managers are sincere and transparent with information sharing about planned
training events and approaches.
4. HRD must play a coordinating role. Besides compiling training plans, its role
is to match needs with planned initiatives.

Steps of training & development:

One the job Training
1.      Job Instruction Training is received directly on the job, and so it is often
called on the job training. It is use primarily to teach workers how to do their
current jobs.
2.     Job Rotation: To cross train in the verity of the jobs, some trainers move
a trainee from job to job. Through the rotation is most often associated with
hourly employees, it can used for jobs on many levels within the organization.
3.      Coaching: In the coaching program coach attempts to provide a model
for the trainee to copy. Most company use the coaching method.
4.     Assistant To Position Employees with demonstrated potential are same
times given the opportunity to work under a second and successful manager,
often in the different areas of the organization.
5.      Committee Assignment can provide an opportunity for the employee to
share in decision making, to learn by watching others, and to investigate
specific organization problem.
6.       Equipment Simulators: are mechanical devices that require trainee to
use the same producers, movement, or decision processes they would use
with equipment back on the job. It is imp. That the simulators be designed to
replicate, as closely as possible, the physical aspects of the equipment and
operating environment trainees will find at their job site.
7.       Outdoor Training:  A trend in employee development has been the use
of outdoor training. The primary focus of such training is to trainees the
importance of working together, of galling as a team.

Off the job Training:

1.      Case Studies: attempts to simulate decision-making situations that
trainees might find on the job. The trainee will usually presented with a written
or videotape history, key elements and the problems or area or imaginary org.
or submit. The written case study can be from a few pages to 100 or more. A
series of question s usually appears at end of the case. The trainee must then
make certain judgments and identify possible solution to the problem. The
learning objective is to get trainee to apply known concepts and solutions and
discover new ones.
2.     Role Play: is an enactment of a scenario in which each participant is
given a part to act out .Trainees are provided with a description of the context-
usually a topic area, a general description of a situation, a description of a
situation ,a description of their roles and the problem they each face. For
example, the topic area could be managing conflict and the situation and might
revolve around scheduling vacation days with the two parties in conflict being
the supervisor and subordinate.
3.      Lectures: is an extensive presentation of information which the trainee
attempts to absorb. The lecture is typically thought of in terms of a person(the
trainer)speaking to a group the trainees about the topic. lecture may also take
the form of printed text. The only differences between a straight lecture and the
same material in print are the lectures control of the speed at which material is
presented, voice inflections and body language used to emphasize points and
the visual image of the lecturer.
4.     Demonstrations: is a visual display of how to do something or how
something work. Shows the trainee how to perform the tasks of the job. To be
effective, a demonstration should at a minimum be accompanied by a lecture
and preferably by a discussion.
5.      Video & Films Using various media production to demonstrate
specialized skills that are not easily presented by other training method.
Staff development:
Staff development means employees development is Future oriented training,
focusing on the personal growth of the employee. Employee development is
more future oriented and concern with education than employee job specific
training. Employee’s development activities focus more on the employee’s
personal growth.

It is important to consider one critical component of employee development all

employees, regardless of level, can be developed. Development was reserved
for potential management personnel. The use of the work teams, reductions in
supervisory roles, allowancing workers to participate in setting the goals of their
jobs, and a greater emphasis on quality and customers have changed the way
developing staffs viewed.

Training of Jamuna Bank Ltd:

Human Resource Development activities aim at fulfilling the banks mission.
One of Southeast Bank four major missions is to: “Provide service to our clients
with the help of a skilled and dedicated workforce whose creative talents,
innovative action and competitive edge make our position unique in giving
quality service to all institutions and individuals that we care for”.

Skilled and dedicated workforce with creative talents, innovative action is not
always readily available. Appreciating the scarcity of such manpower, the bank
from the very beginning laid important to HRD that conceptually includes
activities like: pre-recruitment drill, recruitment, induction training training in the
academy, job rotation, placement and posting, reward and promotion. All these
activities are planned by the bank in an integrated way aiming at manpower
with required technical, managerial, human and conceptual skills.

Management of  Jamuna Bank not only appreciates the need of skills required

for day to day banking but also realize the need of skills meet the national and
global financial and economic environment that are changing fast.
 The training & research academy of Jamuna Bank Ltd.:
At the very beginning the bank laid a foundation by setting up an academy at
Head Office under Human Resource Development Division to human resource
internally. Equipped with a professional library, modern training aids,
knowledgeable faculty and other facilities, the academy of the bank had been a
leading one among the banks on private sector.

The academy regularly conducts foundation course, specialized courses and

seminars in different areas of banking to take care of the professional banking
needs. In addition, officers are regularly sent to Bangladesh Institute of Bank
Management (BIBM) and Bangladesh Bank Training Institute (BBTA) for
professional training. Sending officers abroad for higher training is regular
feature. A research department also works in aid of HRD operational areas.

In the year 2008, the academy has conducted 31 programmers (including

training, workshop and seminar) where a total number of 1059 Executives and
Officers attended.

Besides, 56 Executives and Officers for BIBM training, 13 Executives and

officers sent for BBTA training and 7 Executives and officers were sent abroad
for foreign training.

Objectives of Jamuna Bank Ltd. academy:

Jamuna Bank Academy, establish in 1983 as an in-house training institution,
takes care of the training need of the employee of the bank. The objectives of
the Academy are to:
 Ø Make available skilled and dedicated workforce within shortest possible
time by reducing time required for on the job training.
 Ø Develop understanding about law and practice of banking through
foundation training.
 Ø Impart technical skill to the operation level officers through case
studies/practical exercises/ demonstration/project visit for efficient desk
operation.
 Ø Develop analytical & decision making skills of the officers.
 Ø Develop understanding about human/conceptual skill and organization
culture.
 Impart managerial skills to groom future executive and to keep existing
Executives up-to-date with national international environment.

Training for Jamuna Bank employees:

Jamuna Bank employs a large number of employees for performing various
jobs. Some of them are newcomers. They need more knowledge and skill for
better performance of jobs. They are, therefore, in need of proper training to
contribute to the achievement of the organizational goals. There are some jobs
that require little or no training but many of them need to be performed by
adequately training. The use of modern technology has created new jobs in the
organization, which required training.

Training involves the change of skills, knowledge, attitudes or behavior of

employees. Although training is similar to development in the methods used to
attract learning, they differ in time frames. Training is more present day
oriented; its focus is on individuals’ current jobs, enhancing those specific skills
and abilities to immediately perform their jobs. Employee development, on the
other hand, generally focuses on future jobs in the organization.

Training differs from education. Training is concerned with increase in

knowledge, skills, and abilities of the employees in doing a particular job. It has
a narrow aim limited to increase in knowledge and skill related to a job.
Education, on the other hand, broadens the mental faculties and horizon of
knowledge. It is concern with enhancing general knowledge and motivating one
to understand the total environment.

Training is often understood as a learning experience. So, if employees are to

understand what training can do to improve an employee’s job performance,
employee should begin by explaining how learn.

Training widens job related knowledge of the employee. Employees become

more skilled and update their knowledge through training. Training provides
necessary instructions for performing the current job efficiently.  Training differs
from education and development.
Imparting of training to the employees has become very much important in
modern times for better performance of the job. Here it can be said that the
question of training does not arise but making choice of the method of training
arise.

Training & development of Jamuna Bank:

We have given emphasis on need based trainings. During the promotion
interview, we tried to identify the weakness and the individual need for training
and development. Beside that, we have met numbers of employees and
interviewed them training need. From the employees yearly performance
appraisal report we have taken the data and information on training need.
Since most of the supervisors/ managers are involved with the planning ,
therefore, in this regard we have given due importance to their
recommendations, HR Division sent a draft Training & Development proposal
to all concerned of the bank and obtained their comments/ suggestions. We
have tried to identified the need for training in developing new product based
on the retail banking. From the different level interview and management
interview, it has been found that our potential managers need development on
different skills (i.e. managerial skill, leadership skill, decision making skill,
communication skill etc.)

Objectives of the training & development plan:

 To encourage growth and career development of employees
 To improve the Bank’s effectiveness by providing employees development
of job related KSAs (knowledge, skills & attitudes)
 To meet the needs of Bank’s business while simultaneously responding the
needs of individual employees development
 To prepare & make ready our workforce to comply with the new changes in
the banking business
 To create an outstanding professional image in the banking industry by
developing our workforce through need based & future requirement training

Types of training program:

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. Certain courses are a
blend of different knowledge areas. In addition, certain priority programmers
are also being conducted by the academy. These include programmed on
Productivity Improvement, Money Laundering Prevention, new skills required to
perform new jobs.

Training techniques of Jamuna Bank:

Jamuna Bank Provide Several Training methods.
Methods in training include: discussion/ lecture/workshop/case study/games/
role play/ film show/ simulation/group work & Presentation/ project visit and so
on.

The major Types of training are:

1. Freshmen Orientation
2. Continues Orientation
3. On The Job Training
4. Off The Job Training

Freshmen Orientation:
Freshmen orientation can solidify the new employee’s relationship with your
organization. Here’s how to make sure your orientation integrates new
employees into your company and makes them feel comfortable and welcome.
Freshman orienting the new employee is a critical step in helping him adjust to
the workplace and the job. This article provides tips for the process and the
contents of orientation.

Continuous Orientation:
Jamuna Bank arrange also orientation for other employees likes for Account
section, Foreign Exchange, or Marketing division going to introduce some new
technology or up coming new service. Jamuna 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.
On the Job Training:
Foundation courses have two parts: theoretical training in the academy and job
rotation. The officers on probation are required to undergo both in a period of
one year. 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.
Similar process is followed in case of CRM & Foreign Exchange.

Off the Job Training:

Which employees are already exist in the Jamuna Bank for these employees
better performance need some special training which are called Off The job
Training in that case Jamuna Bank take some Off The Job training like

Class Room Training or Lecture

Video Presentation
Laboratory Training
Case Study

Class Room or lecture is best use to create understanding of a topic or to

influence attitudes through education about a topic. In its simplest form the
lecture is merely telling some one about some thing.

Video Presentation allows the trainee to be placed into a real-life job situation,

solve a specific problem, and receive immediate feedback as to effective of the
decision made. This training can be as simple as providing some declarative or
procedural knowledge, or complex as teaching how to diagnosis or improve
communication skills.

Laboratory Training designed the interpersonal skills, which can be help for

future job responsibilities; its main form is sensitivity training which increases a
person’s sensitivity to other.

Case Study attempt to simulate decision making situation that trainee might

find on the job. The trainee must make certain judgment and identify possible
solution to the problem. This training is very much important for top
management employees. By this training they learn about the real hypothetical
circumstances.

Faculty of Jamuna Bank training program:

The academy has built up a pool of knowledgeable/competent trainer within the
bank. In addition to permanent and professional trainers, speakers are drawn
from operational side so that on the job experience may be exchange and
shared. Over and above, speakers from Central Bank, professional training
institutions, universities, research organizations and Govt. organizations are
also invited to share views and experience. Senior and retied bankers are also
regularly to enhance effective of training.

Library of Jamuna Bank academy:

The academy has a good collection of books, journals and magazines. The
books are mainly on subjects like banking, economics, accounting,
management and marketing etc. As on September 10, 2017 the library had
5,653 books/titles. The books are issued t the employees usually for one
month.

Recommendation:
Employee Recruitment:
 Recruitment advertisement may be published in both newspaper and
website.
 There may be an option of application through online.
 Organization may be issued regrets letter to them who were not selected
for the interview and shall be informed the reasons of regret.
 Recruitment and Selection processes complex and involve human decision
making which could be imperfect. This needs careful monitoring to minimize
subjectivity and ensure fairness.
 Quality of employee recruitment decision must be ensured.
 Recruitment and Selection process needs careful monitoring to minimize
subjectivity and ensure fairness.
 Human is most dynamic resource for an organization. Getting the best
person is a critical issue.
 Good and effective recruitment in effect is a job well began in the dynamics
of organization’s growth and progress.
 The knowledge, skills, Experience and Job specific competences
assessment framework currently development should reflect the guidance in
the statutory codes of practice, be non-discriminatory, transparent, promote
equality of opportunity and be objective.
 Recruitment and selection are an integral component of Human Resource
activities, which includes employees training development and compensation
and employee relation.
 A comprehensive monitoring system, tracking applicants from application
through  to appointment, should be developed and implemented.
 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.

Facilities:
  Now a day’s world is very fast. 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.

Working Environment:
 The organization may ensure a very good working environment. Thus the
employee turnover reducers.

Training Facilities:
  The organization may ensure training facilities for all employees so that
they can serve better to the customer.

Comment:
The bank has an integrated HR plan. Their manpower ratio is satisfactory for
smooth and quality services to the potential customers. In spite of good HR
plan, the bank should follow trend analysis for forecasting HR needs to retain
standard customer services.

Conclusion: 
As a personnel function, 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 provides a means of
achieving affirmative action goals set by human resource planners and policy
marker. Recruiting also serves to attract workers to unexpected job vacancies
caused by turnover and to new positions created by sudden demands for
goods and services of an organization.

It is known to all the sound personal activities help an organization to function

efficiently but to do this an efficient personnel manager must be a person who
has sound knowledge and experience in personnel management. It is possible
only through proper training and practices.

To eliminate the weakness of personnel activities some good measures are

needed. In the chapter the fact of the study were listed. I have tried to point out
strength and weakness of the system with limitation of time and preoccupation
of official work. I had to work on the study. I have tried my best to collect all
available data and other information regarding present Recruitment and
Selection practices in Jamuna Bank Limited. In fact, my experience in Human
Resource Management is not up to my expectation as we studied in the
Program of MBA 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.