Training and Development (HRM-340)

Section: 02

Group Name: “The Professionals”

Submitted to:

Shafquat Rafiul Alam

Lecturer, Department of Management.

North South University

Submitted By:
Name ID

01 Israt Zahan 1510201030

02 Sadia Akhter Farha 1610704030

03 Probir Saha 1311625030

04 Avijit Chakrabortty 1520091030

05 Sabikunnahan Eva 1521316031

06 Ananya Ehsan 1510158030

Submitted On: August 31, 2018

Letter of Transmittal

Date: August 31, 2018

Shafquat Rafiul Alam

Lecturer,

Department of Management,

North South University

Subject: Project on UCBL

Dear Sir, Here we are submitting our project on “UCBL”. As an instructor and advisor to the report,
you provided valuable insights and academic trainings to improve the quality of the work. We are
grateful for your stimulating guidance and encouragement during the period of preparation of this
group project. Without your guidance this would simply not have been possible.

There may have been many omissions and errors on our part but we have tried our level best to
prepare this project to the required standard. We are looking forward for your kind appraisal on
this project.

Sincerely yours, Group

‘The Professionals’

Name ID Signature

01 Israt Zahan 1510201030

02 Sadia Akhter Farha 1610704030

03 Probir Saha 1311625030

04 Avijit Chakrabortty 1520091030

05 Sabikunnahan Eva 1521316031

06 Ananya Ehsan 1510158030

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 ACKNOWLEDGEMENT
First, I remember Almighty Allah for helping me to successfully prepare this report. We are
thankful to the United Commercial Bank Limited authority that has assisted me by giving efficient
preferred information from their portal.

The success and final outcome of this report required a lot of guidance and assistance from our
group members and us extremely fortunate to have got this all long the completion of our group
report. Whatever we have done is done only due to such guidance and assistant and we would not
forget to thank. I respect and thank Shafquat Rafiul Alam Sir for giving us this opportunity to do
this group work and providing us all support and guidance which made us complete this report on
time. We extremely grateful to him for providing such a nice support and guidance.

We are really grateful because we manage to complete this report within the time given our mentor,
Shafquat Rafiul Alam Sir. This report cannot be complete without the effort and cooperation of
our group members. I would like to thank School North South University for the updated education
system in Bangladesh.

Last but not least, many people especially our classmates and our team members itself, have made
valuable comment suggestions and information on this topic which gave us the inspiration to
improve our report. We thank all of the people for their help directly and indirectly to complete
our report.

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 EXECUTIVE SUMMARY

United Commercial Bank Limited is one of the most regulatory financial institutions of
Bangladesh. This research is on training & development practices of UCB limited. We used two
sources of data for this, the primary one was from the face to face interview with a hr. manager of
UCBL and the secondary one was from annual report & web sites. UCBL’s vision is to be the
market leader of the local banks of BD. Their mission is providing quality service to customers
with high standard integrity, making quality investment ensuring sustainable growth in business &
maximization of shareholders’ wealth and ensuring human resource development to meet the
coming challenges. Their strategy is, seeking customers’ best satisfaction managing the most
effective manner and developing harmonious workplace. UCBL follows ADDIE model for their
training programs. From need analysis including person analysis to design, development,
implementation, evaluation they follow the every steps of ADDIE model but using only traditional
methods not technological. Tough through survey we found out the employees there interested for
training programs, but in real experience we mostly found out them considering themselves enough
knowledgeable not requiring any training for their own selves. Their management support is also
very poor for supporting the training programs frequently. In their training evaluation they follow
formative evaluation process using quantitative data. After any training program, by observing
trainees’ work and performance data they measure costs, productivity, and quality and customer
satisfaction.

Table of Contents
1.1 Introduction: ...........................................................................................................................................
6

1.2 SCOPE OF Work ......................................................................................................................................

7

1.3 OBJECTIVE OF STUDY .............................................................................................................................

7

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1.4 METHODOLOGY
...................................................................................................................................... 7

1.5 LIMITATIONS...........................................................................................................................................
9

1.6 Training and Development Definition: ................................................................................................

10

1.7 Literature Review: ................................................................................................................................

10

1.8 Training and Development of United Commercial Bank LTD. ............................................................

11

1.8.1 COMPANY PROFILE OF UCB BANK LTD .........................................................................................

11

1.8.2 Vision .............................................................................................................................................

12

1.8.3 Mission ..........................................................................................................................................

12

1.8.4 Company Strategies and Objectives .............................................................................................

13

1.8.5 Organization Structure of UCBL: ...................................................................................................

14

1.8.6 Departments: ................................................................................................................................

15

1.8.7 Training and Development framework of UCBL: .........................................................................

16

1.8.8 Training and Developmental Issue of UCB ...................................................................................

18

1.8.9 Stages of training process held in UCB Bank: ...............................................................................

20

1.8.10 Evaluation of Training program: .................................................................................................

21

1.9 Findings and Analysis: ..........................................................................................................................

22- 25

1.10 Recommendation: ..............................................................................................................................

24

1.11 CONCLUSION: .....................................................................................................................................

25

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1.1 Introduction:
UCB started its operation in mid-1983 and has since been able to establish one of the largest
networks of 98 branches among the first generation banks in the private sector. With its firm
commitment to the economic development of the country, the Bank has already made a distinct
mark in the realm of Private Sector Banking through personalized service, innovative practices,
dynamic approach and efficient Management. As the leader of commercial banking, UCB serves
the fiscal needs of individuals, families, and associations of all sizes. UCBL is one of the biggest
financial institutions in Bangladesh with more than 100 branches all over Bangladesh and more
than hundred thousand clients. UCB is centered on giving prevalent, administration, esteem,
comfort, and innovation. In like manner, they are the leading lender and mortgage servicer, helping
fund home possession.

The Bank has expanded itself in different and diverse segments of banking like Retail Banking,
SME Banking, Corporate Banking, Off-shore Banking, and Remittance etc. Besides various
deposit and loan products of Retail Banking, the Bank caters export and import loan to deserving
candidates. The Bank also provides its clients with both incoming and outgoing remittance
services. Thus the expatriates find an easy way to send money through proper channel. Mainly,
DMSS helps to develop and generate decisions based on the data mined.

UCB does not answer to any out-of-state organization or speculator gathering. They are secretly
guaranteed and directed, empowering to settle on brilliant decisions that give the best things and
organizations for the customers. This nearby organization hypothesis contacts every one of the
clients they serve. The branch managers are locked in to settle on nearby decisions that help the
clients where they live and work. UCB has kept up this principle habitation aggregate keeping
money reasoning since 1973 and takes pride in offering the individual consideration our clients
merit along with the best-in-class saving money items they anticipate.

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1.2 SCOPE OF Work:
In this report we try to cover the UCB bank profile and their mission and vision along with the
company strategy and objectives. We also shows that the bank structure, the categories of
employees and departments by the organ gram. We also focus on the training and development
method used in United Commercial Bank. We also trying to found the training and development
issues of the bank and the training procedure they have followed. We also describe their evaluation
strategies of the training programs and also recommended where they should improve their
strategies of training and development to get better effectiveness.

1.3 OBJECTIVE OF STUDY:

General banking includes the day by day working activities of a commercial bank. Like other
financial organization bank offers load to its valuable customers.

UCB is the top most regulatory institution of the country. We visited the Uttara branch of the bank
for gathering the information that is needed to complete the report. This is the new branch so every
department likes foreign exchange; audit, etc do not exist here. So I could only observe the
remittance, clearing, accounts and cash department, and that will be the part of my report.

To fulfill the requirement of this course is also my objective. But primary objective is to know
about the bank.

1.4 METHODOLOGY:
In our report the primary data has been collected from face to face interview and the secondary
data collect from their annual reports and web sites. In our report the main source of data was
secondary though primary data sources were also utilized.

 Research type:
It is a descriptive research which explains briefly of the training and development activities
of UCB bank.

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  Source of data:
In our report all relevant data are collected from the following two sources:

o Primary sources:
• Interviewing with the HR managers of UCB bank Ltd. Uttara branch.
• Through questionnaire survey
• Face to face conversation with the officer o Secondary sources: These
sources are generally scholarly and articles.

• Annual reports of UCB bank Ltd.

• Other training papers of UCB
• Published booklet of UCB bank
• Website of the bank
• Various published documents
• Journals, articles

1.5 LIMITATIONS:
The following limitations are apparent in the report:

• Time is the first limitations for us as the duration of the program is very few only.
• In our report another limitations occurred because of the bank policy is not disclosing
some data and information for obvious reason, which could be very useful for our report.

• Confidential banking system of UCB bank Ltd.

• Every organizations has their own secrecy that is not revealed to others.
• Since the bank personnel were very busy, they didn’t provide enough time. In the
website there was lack of information about regarding subject.

• The insufficiency of information and critical works which were required for the journals.
Lack of opportunity to visit more than one branch.

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 • Data and information of the organization used in our report is mostly from
secondary resources.

 Insufficient data:
Some desired information could not be collected due to confidentiality of the organizations.

• Background of the company

• Major activities of their branches
• Objectives of UCB bank
• Corporate profile of UCB bank
• Performance of UCB bank
• Branch expansion of UCB bank
• Product and service of the bank
• Operation area of the bank
• Social commitment of the UCB bank

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1.6 Training and Development Definition:
Training and development are the ways of providing supports that would improve the effectiveness

and efficiency of the employees through teaching

them the best ways to perform their individual and/or

team responsibilities as well. It is also described as

any systematic process used by organizations to

develop employees’ knowledge, skills, behaviors, or

attitudes in order to contribute to the achievement of organizational goals. In other word, Training

and Development is the procedure of an organization which accent on the improvement of the

performance of individuals and teams.

1.7 Literature Review:

The article named “Training and Development - Meaning, its Need and Importance” claimed that
how much importance for need of training in workplace to improve the effectiveness in bank and
importance of it. Noted management author Peter Drucker mention that In United States, according
to one estimate technology is de-skilling 75 % of the population. This is very important to
development for a nation skilled them in technology. That is the reason they arranged the training
program. The article named “Essential Not Optional: Why Employee Training and Development
Matters” mention that, with increasing number of joining

traditionally banking jobs, training is required not only to impart necessary banking job skills but
also for preparing them for the jobs.”. The article named “Training Your Staff – Harness the Future
of Training to Develop The Best Talent”, written by Daniel Burrus, mainly focuses on the
technological aspect training and development. In the Wall Street Journal article named “So Much
Training, So Little to Show for It” , Written by Rachel Emma Silverman, claimed that banking
effectiveness is almost depends on the well training and development process. The article published
on wirkforce.com is written by Nidhi Srivastab focuses on outsourcing training for the banking
sector. European Journal of Business and Management focus on the training and development
initiatives taken by the commercial banks in Bangladesh from the origin of the country.

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International Journal of Business Administration and Management written by Jyoti discussed about
the role of training and development in Banking Industry and also impact the

T&D for employees serving in banks. Article named “Training and Development on the
Performance of Employees” written by Mohammed Wamique Hisam proposed that Training is
very urgent for employee’s performance in acquiring competencies and help the financial
organization to retain its employees through satisfaction and motivation. Khan, R. A. G. et.al (2011)
in their study concluded that on the job training, training design along with the style of its delivery
have significant effect on the organizational performance and all these have positively affect the
organizational performance. It means it increases the overall organizational performance.

(N.B.: The literature review references are given in the reference part in the report)

1.8 Training and Development of United Commercial Bank LTD.

1.8.1 COMPANY PROFILE OF UCBL:

In mid-1983 United Commercial Bank (UCB) has started its journey and has since been able to
establish itself as one of the largest first-generation banks in the country. With a vast network of
179 branches the Bank has already made a
distinct mark in the realm of Private Sector
Banking through personalized service,
innovative practices, dynamic approach and
efficient Management. Besides various deposit
and loan products of Retail Banking, the Bank
caters export and import loan to deserving candidates which in turn helps the overall economy of
the country through increased earning of foreign exchange. Other consumer products like UCB
Cards have been showing tremendous success and growth since its inception in 2006 and soon
became the leader in local market with around 40000 card holders.

With a firm commitment to promote SME sector, the Bank is also assessing and monitoring
business loans, managing business financing risks, pricing products and working for further
development of SME. Its Corporate banking service consists of simple business of issuing loans to

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more complex matters, such as helping minimize taxes paid by overseas subsidiaries, managing
changes in foreign exchange rates or working out the details of financing packages necessary for
the construction of a new office, plant or other facility. Its area of expertise is indepth knowledge
in financial analysis with analytical capability of financing large project including RMG and
infrastructure development projects.

The Bank, aiming to play a leading role in the economic activities of the country, is firmly engaged
in the development of trade, commerce and industry by investing in network expansion and new
technology adoption to have competitive advantage.

1.8.2 Vision:
United Commercial Bank Limited wants to be the
market leader in the local banks in Bangladesh.
Their target is to be the highest profitable bank in
local banking sector.

1.8.3 Mission:
• To provide quality services to customers
• To set high standards of integrity
• To make quality investment
• To ensure sustainable growth in business

• To ensure maximization of Shareholders’ wealth

• To ensure human resource development to meet the challenges of the time

1.8.4 Company Strategies and Objectives:

• To strive for customers best satisfaction & achieve their confidence
• To manage and operate the Bank in the most effective manner
• To identify customer’s needs & monitor their perception towards fulfilling those requirements

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• To audit and updates arrangements, strategies and practices to upgrade the capacity to stretch out better
administrations to the clients

• To prepare and build up all representatives and give them sufficient assets with the goal that the client's
needs are sensibly tended to

• To advance authoritative productivity by imparting organization designs, polices and methodology

straightforwardly to the representatives in an auspicious manner

• To develop a harmonious workplace

• To enhance portfolio both the retail and discount markets

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1.8.5 Organization Structure of UCBL:

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1.8.6 Departments:
 Financial Administration Division- The strategic financial planning of UCB and other
operational control such as budget, spending plans, financial reports, bank account
reconciliation preparing is taken care of by this division.

 Human Resources Division- UCB Bank go through multiple processes to keep up the
exercise of HR policies to make effective progress from the employees work. All the HR
works such as recruitment, selection, compensation, payroll, terminations, appraisal,
training programs are done and strictly.

 Credit Division- In charge of the credit policies of the bank. These policies make decisions
regarding the appropriateness of the reducing the risk, approval of the credits, comprising
advance solicitations, processing of credit.

 Cash Division- Most important division of the bank. In this division all types of cash
transitions such as cash payments of bills, pay orders, deposit of money, withdrawing
money, transfer of money, online transactions are taken care of.

 Corporate Banking Division- UCBL’s 130 branches corporate leading operations are
controlled by the corporate banking division. There are many works proceeding under this
department for this reason it is considered as the center of corporate leading operations.
This division consist of some departments such as general banking, retail banking, and cash
division. There are some departments which make ensures the possibilities of buying and
establishing the necessary products for the new department such as HR department, Audit
running group, General banking development Division etc. These major departments are
not always available in other divisions of the bank other than the corporate Banking
decision. Corporate banking division take cares of the working systems, profits, loss and
other factors of the branches.

 Card Division- This is an important division of the bank where magnetic encoded cards
are used for transactions. Main control of the Card division is leaded by the head of the
UCB Bank. This division issues and deals with the credit, debit, ATM cards. To avail the
cards, customers have to go through the bank policies which is different for each type of
card holder.

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 • Retail Banking Division- for UCBL, it is very important for them to let know the customers
about all their offers and the new schemes. The employees has to make sure that customers
are aware of the new schemes and its benefits, flexibility and interested enough to go for
the scheme. For this kind of promotional part, Retail banking division takes charge. The
direct Sales officer of the bank is given a target of a specific number of customers to open
accounts according to their positions.

• Foreign Exchange Division- This division is in charge of all the foreign trades of the bank.
Foreign trade transactions, exchange of the currencies, foreign remittance, and dollar
endorsement are done under this section. Some organizations L/C (Letter of Credit) is done
by this department. Such as, UCB have an agreement regarding the foreign activities are
and will be done and controlled for those garments company who take loan from the bank.

1.8.7 Training and Development framework of UCBL:

Training is a planned effort by an organization to facilitate employee’s learning of job-related
knowledge and skills for the purpose of improving performance. Training is the processes of
teaching new employees the basic skills they need to perform their job. Training is a learning
experience that seeks a relatively permanent change in individuals that will improve their ability to
perform on the job.

Methods of Training and Development in UCBL: UCBL basically follow on-the-job training
method and off-the job training method both. However, they focus more on in on-the-job training
method. UCB has own training institute Centre.

 UCB Bank follow job rotation because they believe that Moving employees horizontally or
vertically to expand their skills, knowledge and abilities.

 Sometime they give employees different assignment to check their ability to come up with better
solution.

 On the other hand, they use many techniques like advanced excel training, customer satisfactory
based program, seminar and so on.

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United Commercial Bank Limited has an established resourceful training institute. Experienced
bankers work as faculty members under the direct guidance of a director with the rank and status
of DGM. Training Institute Training Centre Head Office Dhaka. UCB Bank believe that
appropriate forms of training contribute to development and human resources can be developed by
way of upgrading the job knowledge and skills. Training is essentially a planned continuous
learning process and effort by management to improve employee’s competency levels and thus to
develop individual ability to perform on the job. In-fact, the more information and education they
can give to employees, the better equipped they will be to advance within the Bank. As a part of
training strategy, the HR Training Centre has prepared a training calendar for 2018 based on
training needs and requirement focusing on the key areas of banking.

The main target group of our training for 2018 is newly recruited officers and mid-level officers.
To survive in a competitive environment triggered by globalization and onset of innovative ideas
and technology, creation of trained human resources is an imperative necessity. In this regard,
United Commercial Bank Limited has vital role in trained up the bank employees with the
international best banking practices in different area of banking.

Performance Appraisal Program: Performance appraisal is defined as evaluating an employee’s

current or past performance relative to his or her performance standard. UCB Bank uses mostly
Peer evaluation method, Graphic Rating method and most important is MBO (Management by
Objective) method.

MBO Method: UCB Bank gives every quarter in some specific measurable goal to employees and it
is reviewed.

Peer Evaluation: UCB Bank uses mostly pair evaluation method because they believe in United which
is their core valued and also international customer satisfaction.

Graphic Rating: UCB Bank uses graphic rating in every single employee. The employee rated in
scale of 5.

One is discussed given below on behalf of UCB Bank

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Personal Characteristics: UCB Bank LTD

Subject Best Better Good worst

Relationship with employers
Honesty
Time maintenance
Personality
Discipline
Talent
Working ability
Total Marks: 5 Best-2, Better-1.5, Good-1.0, Worst- .05

1.8.8 Training and Developmental Issue of UCBL:

Training and developmental methods are done in order to bettering the performance of individual
employees to reach organizational goal. Training helps employees to improve their output and
develop their working skills. In Bangladesh, most of the organizations are unwilling to adopt
training and they hardly understand the value of a training program. While we have visited United
Commercial Bank (LTD), we realized there are some issues in attending and arranging training
programs. Such as:

1. Investment in training:
In some of the trainings, United Commercial Bank needs to invest large amount of money
to train their employees. As banking industries has been competitive day by day, it has
become tough to train employees in best possible way which has become expensive. To
compete another bank, they need to hire very well experienced instructors.

2. Reluctance of employees to attend training program:

Employees are not very much interested in attending training programs. “Completing both
the graduation and under graduation, why should we go for a training?!” – While doing the

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 survey, one of the UCB employees had made a statement with laughing. Though he had
made a joke, but most of other employees did agree. This clearly refers, though in the survey
they say, willing to be going in training program, which is not true.
In real, they think they are enough knowledgeable and do not require of any new training.
From their perspective, training is just the wastage of time and money.
3. Lack of Management’s support: Management does not appreciate training programs. Few
of the employees disclosed this information with the request of not revealing their names.
Though some of them asks and gives idea of training directly to the department, they get
rejected. Management team says, it is a waste of time and for this their productivity may
hamper.

4. Lack of employee’s time for training: Employees are too busy with their life. Some of
them rarely value company’s goal. When any training program’s arrangement is taken place
employee hardly shows up to attend. Even if they do attend, later on they do not continue
which is hampering for a bank.

5. Few Traditional methods are followed: UCB bank only follows traditional training
methods such as lecture, on the job training, self-directed learning most of the time.
Sometimes team training is done but very rarely. Employees sometimes participate less in
number. Therefore, it becomes difficult to evaluate which employee is being trained
appropriately. On the other hand, technology based methods are applied that much too.

Some of the barriers employees shared which are:

Other Barriers:
i) Other employees who are not interested makes them demotivated, ii) Some particular
management section’s employee discourage them, iii) They get less support from unwilling
people after training, iv) All the equipment’s used in the training are not applicable for
their bank. In the end, all complaints and barriers employees face, top management tries to
remove and redesign their training program.

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1.8.9 Stages of training process held in UCBL:

Though UCB bank’s management is unwilling to set frequent training process still they do follow ADDIE
model. This has five steps and the organization tries their best to follow those:

1. Analysis: In this step UCB bank does needs analysis. They figure out if there is any

necessity of training in their organization. If it is very important to reach strategic goal and

objective, then they go for person

analysis. Survey is done to find out how

many and which employees are

interested for training. In survey,

employee’s needs, requirements are

discovered. What do they need to do better performance, are they really willing to attend
training and are they self-motivated or not is part of analysis. For their bank, which tasks,
skills, behaviors are important to be improved from the training are analyzed.

2. Design: In the design step, the learning objectives are defined. Which instructor will be
giving which training method, how they can maximize the number of employees
attendance, how they will be teaching, how are they going to deliver the lectures, how they
are going to exercise the taught lessons of training- all these things are designed accordingly
in this part of UCB bank.

3. Develop: Right after designing the training process, UCB bank tries to improve the course
lessons in the training program. They only follow traditional methods in training. As they
do not go for technological training, somehow it makes employees feel bad. However,
training materials are developed according to employees demand if they make complaints
and requests for additional materials.

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 4. Implementation: After the development, employees are accountable to execute the learned
lessons. However, the real implementation goes on and checks whether all training
equipment’s and lessons are applicable for their bank. Then the employees apply their
learned knowledge and the course material they have learned practically. Top management
observe how much they did learn from training. They observe this from their ultimate
productivity result.

5. Evaluate: Last but not the least, when a training is done, UCB bank tries to figure out
whether their arrangement of training was actually fruitful or not. They call for a meeting
with trained employees to know how much effective the training was and how much they
learned from the training. They talk to each of employees and find out their point of view.
Here actual results come out that which of the employee was not that much active in the
training program. In this interview session, active trained employees makes their proposal
of improving the training, the barriers they face.

1.8.10 Evaluation of Training program:

UCB follows the process of collecting the outcomes needed to determine and observe if the
training program is successful. During their program design and development this evaluation is
done. They follow formative evaluation to evaluate the training programs.

1. From the employees quantitative data is collected right after the training program is held,

2. Employees explain why the program was helpful for them.

3. Training program was well organized or not the employees elaborates,

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 4. The top management looks for
potential trainees who learned and can
bring a great performance if he or she
is trained.

Reaction Outcome (Perception of trainees): To find

out the actual evaluation surveys and interviews are
done. Their satisfaction is measured here.
Cognition Outcome (what is learned) : Employees are examined and identified whether they are
well known to their used samples and can use them.

Skill-based outcome (learning and using skills): Trainees have learned skills which are evaluated by tests,
surveys of peer and managers.

Affective outcome: After the training trainees attitudes and their behaviors are measured.

In the end, by observing trainees work and performance data UCB bank measures cost,
productivity, quality and the customer satisfaction.

1.9 Findings and Analysis:

Number of responds:

Twenty nine employees are working at UCB bank Ltd. Uttara branch, 18 of them are Male and 11 are Female.
Questionnaires were used to survey on 20 employee feedback on the UCB bank training and development
activities.

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 Chart Title
16

14

12

10

0
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 21 22 23 24 25
Number of Questions

A B C D E

 UCB bank continues objectivity and policies to become their customers entire approval. As a
consequence the company is attractive one of the best private banks in Bangladesh.


Increasing numbers of branches in separate places requires more efficient bankers. So the
training and development system is updating.

 UCB bank has mainly seven departments which is a basic requirement to run any
commercial bank.

Financial administration division, Human resource, credit division, cash division, corporate banking
division, card, retail banking, and foreign exchange division.

 Methods of training and development program :

UCB Bank follows job rotation because they believe that Moving employees horizontally or vertically to
expand their skills, knowledge, and abilities.

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Sometimes they give employees different assignment to check their ability to come up with a better
solution.

On the other hand, they use many techniques like advanced excel training, customer satisfactory based
program, seminar and so on.

1.10 Recommendation:
 Investment in training process should be increased as the more the bank will invest in
training, the more they are in chance of getting professionals with higher skill and
experiences.


Motivating the existing workers to get training by offering extra advantages like a little
raise in bonus, corporate offers etc. Which will trigger the mindset of employees to take
training and development program seriously.


Management department should give more effort on getting new ideas from existing
members to reconstruct the training process because these will help to upgrade the training
system.

 Setting up fixed schedule for training when all the employees are free from other duties.
 Calling for weekly meeting where all the employees will be given chances to talk about their
problems resisting them to join training seasons.

 Besides, traditional methods, employers should work on technological methods too to keep pace
with the age of technology. The advancement in technology will increase the number of skilled
workers.

1.11 CONCLUSION:

UCBL is well positioned to meet the challenge and will take the opportunity of benefit from
economic growth. The bank would serve as partner and advisor of the clients to trade, commerce
and industry. This strategy is supported by wide spectrum of products and services.

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The mission of the bank is to be utmost trustworthy stakeholder, careful, committed for equitable
and sustainable growth based on diversified deployment of fund/resources leading the bank to the
peak of healthy and wholesome financial institution. If the bank is going to succeed internationally,
it must know as much or more than its customers and competitors. A single misstep may not only
cost its company business, it can lead to big delays and stiff fines. Unfortunately, most information
about international trade is targeted at big companies with large logistics and legal staffs that know
how to navigate the maze of import-export rules and regulations. Small and midsize companies
lack the resources – and often the training of larger corporations.

UCBL is maintaining a well-structured communication from top to bottom level. Each official
should be valued and treated as a part of the bank and they must have the privilege to devote
themselves for the betterment of service of the bank. UCBL places utmost importance on managing
foreign exchange. The whole process includes management of export, import, remittance, Foreign
Exchange Risk, and successful completion of trade.

The bank always tries to increase its foreign exchange performance. As the bank is located in
commercial area it is a great opportunity for the bank to attract customers. Though it has some
problem with its foreign exchange department, it is always trying to accelerate its foreign trade.
The 24 years success story though helped the bank to attain a leading role but to remain unrivalled among
new generation banks, the bank must face new challenges.

Overall, the bank must make a positive attempt to be more outward looking in their goals and aware
of what is happening. They must also emphasize on the domestic scenario more closely and analyze
any certain trends and strategies of their competitors. The bank must accept any failures and think
of them as an objective to pursue future goals instead of blaming such failures on other factors.

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 Literature Review References

• MSG Management Study Guide. (n.d.). Retrieved from https://www.managementstudyguide.com/training-

and-development.htm

• Training and Development Articles You Must Read. Retrieved from

https://trainingstation.walkme.com/training-and-development-article/

• Silver, J. (2017, October 29). Training and Development Articles You Must Read. Retrieved from
https://trainingstation.walkme.com/training-and-development-articles/
• International Journal of Business Administration and Management. ISSN 2278-3660 Volume 7, Number 1
(2017),Research India Publications http://www.ripublication.com

• https://www.ripublication.com/ijbamspl17/ijbamv7n1spl_04.pdf

• European Journal of Business and Management, www.iiste.org,ISSN 2222-1905 (Paper) ISSN 2222-2839
(Online), Vol.6, No.27, 2014

• Sanyal, S., & Hisam, M. W. (n.d.). Impact of Training and Development on the Performance of Employees - A
Comparative Study on Select Banks in Sultanate Of Oman. Retrieved from
https://www.ijsrm.in/index.php/ijsrm/article/view/1312http://granthaalayah.com/Articles/Vol5
Iss12/08_IJRG17_A12_871.pdf

• https://www.mbaskool.com/business-concepts/human-resources-hr-terms/8685-training-
anddevelopment.html
• MSG Management Study Guide. (n.d.). Retrieved from https://www.managementstudyguide.com/training-
and-development.htm

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 References:

• Shahrier, A. (2016, August 05). Internship Report on United Commercial Bank

Ltd. Retrieved from https://www.slideshare.net/azasshahrier/internship-report-on-
unitedcommercial-bank-ltd-64739927

• http://dspace.bracu.ac.bd:8080/xmlui/bitstream/handle/10361/6469/1120
4062_BBA.pdf?sequence=1&isAllowed=y
• https://www.ucb.com.bd/
• https://www.ucb.com.bd/index.php?page=know-ucb/ucb-profile

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Appendix:

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 Contribution of Group Members:

Name: Israt Zahan

ID: 1510201030

In this report, the part I am accountable for are Training and Development Issues, Stages of
training procedure of Organization (Following ISD and ADDIE Models), Evaluation of
Training Programs. I have visited the bank for the survey and collected other information related
to this report. I have tried my best to accomplish my duty within time and better quality. I have also
designed all the slides, collected from everyone and compiled their parts. I have also done
recommendation slides which were not my part. So, I have completed my work with best effort in
this group. And Sir, with your valuable advices finally I have become successful to accomplish this
report.

Name: Avijit Chakrabortty

ID- 152 0091 030

This is Avijit Chakrabortty, ID- 152 0091 030, I am responsible of doing Limitation, Bank’s
Mission, Vision, Strategies, Training and Development definition and the Literature review
along with 10 references with my best effort and also contribute to make the presentation slides.
I visited the bank and took the interview for collecting the necessary information which is needed.
I also did 10 surveys of the UCB bank’s employees. I also attended all group meeting that helps to
make our report well.

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Name: Probir Saha,

ID-1311625030

This is Probir Saha, ID-1311625030, my contribution for the report and presentation are
Introduction, scope of work, objective of study, methodology and also made the slides on my
own part and also did full report compiling and editing. I also did 10 survey of the bank’s
employees and interview them.

Name: Sadia Akhter Farha

ID: 1610704030

In this report I have made my contribution in the Organizational structure of UCBL and
Departments of UCBL. I have edited slides of everyone’s part. I also visited the bank regarding
the survey and collecting other information related to the content of the report. I was responsive to
every group meetings and discussions regarding the report and tried my best to cooperate with my
group mates to come up with a better content for the report. I tried my best to make a good
combination of the information acquired and the materials taught in class. Hopefully the efforts
will be reflected in the report contents

Name: Sabikun Nahar Eva

ID: 1612251030

In this report, the part I am accountable for are Acknowledgement, Company Profile, Training
and Development framework and Conclusion.

Name: Ananya Ehsan

ID: 1510158030

In this report, the part I am accountable for are Executive Summary, Recommendation, Findings
& Analysis.

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