Internship Report On The Human Resource Practice of Mutual Trust Bank LTD
Internship Report On The Human Resource Practice of Mutual Trust Bank LTD
Internship Report On The Human Resource Practice of Mutual Trust Bank LTD
On
The Human Resource Practice of Mutual Trust Bank Ltd.
Submitted to:
Rahnuma Sanjana
Lecturer
NSU Business School
North South University
Submitted by:
Khadiza Rahman Shorna
ID: 123 0301 030
Date of Submission:
25th April, 2018
The Human Resource Practice
Of
I have completed my internship at MTB (Corporate Branch) from January 8th to April 8th. My
internship report won’t be possible without contribution of few people. At first we desire to
express our deepest sense of gratitude of almighty Allah. With profound regard I gratefully
acknowledge my respected course instructor Rahnuma Sanjana, for her generous help and day to
day suggestion in the process of my internship report. Next I would like to show my gratitude
towards Mr. Marcus Cornilus Gomes, the Senior Vice President, the Human Resource
Department In-charge along with my supervisor, Mr. Abdul Kader Jilani, Officer of MTB
Corporate Branch. They have truly been extremely supportive to me. I can’t thank enough to all
the personnel of MTB (Corporate Branch). They have explained everything I asked for in details.
Throughout time they were never impatience. They did not allow me to feel uncomfortable for
even a single moment. I am really grateful to all for their supportive and friendly behavior. I am
also grateful to the Human Resource Department of MTB for granting me the opportunity to
make my internship program in this organization
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Executive Summary
Now-a-days banking sector is modernizing and expanding its hand in different financial events
every day. At the same time the banking process is becoming faster, easier and is becoming
wider. Mutual Trust Bank LTD is a third generation private bank in Bangladesh. It started its
operation in 1999. The Company (Bank) operates financial activities through its Head Office
situated at Gulshan Dhaka and 113 branches. The internship of three months at Mutual Trust
Bank Limited, Corporate Office was a learning experience for me, a fresh graduate, who just got
the taste of what the corporate banking job looks like. The working environment and the people
all together helped me through and through to gain knowledge and experience as a taster for
what’s ahead of me in the future. HRD includes a whole set of activities like HRM systems &
payrolls, transfer 7 posting, TA/DA bills, recruitment 7 selection, internship, leave system, health
7 benefit, training, contractual staff, HR in ware 7 dispatch, etc. As an internee, most of the time
in the Human Resource Department, I have performed numerous activities. My main task was to
assist officers and executives in every aspect of their daily work. It includes every activity that
the officials performed like dealing with Employees, computer posting, document analysis, etc.
Mainly the working schedule here depends on the flow of employees and other Fund issues, such
as car loan, medical allowances, employee file etc. Mutual Trust Bank Limited is one of the most
renowned private banks in the country. Within this short Internship Period, it was not possible
for me to learn everything of a banking system. But I tried my level best to learn something
within this short period. In spite of shortcomings, I tried to use my observation and knowledge to
find out problems and give possible solution.
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Table of Contents
1. Introduction..................................................................................................................................2
1.1 Background of the Study........................................................................................................2
1.2 Objectives of the Report........................................................................................................2
1.3 Scope of the report.................................................................................................................3
1.4 Methodology of the Study......................................................................................................3
1.5 Limitations.............................................................................................................................3
2. Background of the Organization..................................................................................................6
2.1 An overview of the organization............................................................................................6
2.2 Mission, Vision, Strategy Statement......................................................................................6
Mission.....................................................................................................................................6
Vision.......................................................................................................................................6
Strategy.....................................................................................................................................7
Organogram:................................................................................................................................8
2.3 Composition of the Board......................................................................................................9
2.4 Milestones in the Development of the Organization...........................................................10
Functions....................................................................................................................................10
Performance Appraisal Procedure.............................................................................................13
Recruitment Sources of Mutual Trust Bank Limited.................................................................14
Selection Process of MTBL.......................................................................................................18
2.5 Management Structure.........................................................................................................21
Finding of the Study...................................................................................................................23
Recommendations for Improving Job Satisfaction....................................................................25
Lessons Learned Throughout The Internship:...........................................................................27
Working Experience and Improvement:....................................................................................27
Difference between Academic and Practical Knowledge:.........................................................29
Interaction between Supervisors and Co-workers:....................................................................29
How I have dealt with difficulties I have encountered:.............................................................30
Difference between Expectation and Experience:.....................................................................31
Influence on future plan and career:..........................................................................................31
Go back and redo:......................................................................................................................32
Conclusion.....................................................................................................................................32
References......................................................................................................................................34
Appendix....................................................................................................................................35
Journal: 01..............................................................................................................................35
Journal: 02..............................................................................................................................38
Journal: 03..............................................................................................................................40
Journal: 04..............................................................................................................................43
Journal: 05..............................................................................................................................45
Journal: 06..............................................................................................................................48
Journal: 07..............................................................................................................................50
Journal: 08..............................................................................................................................52
Journal: 09..............................................................................................................................54
Journal: 10..............................................................................................................................56
Chapter 1
Introduction
1
1. Introduction
1.1 Background of the Study
It has become essential for every person to have some idea on the bank and banking procedure.
As our educational system predominantly text based, inclusion of practical orientation program
is an exception to the norm. From practical knowledge, we will be able to know real life
situations and start a career with some practical experience. Bachelors of Business
Administration (BBA) is a professional course. The course is designed with an excellent
combination of practical and theoretical aspects.
2
To know about the selection procedure being followed by MTBL.
To recommend how the process can be improved.
To evaluate the employee performance of MTBL.
To suggest my findings for continuous improvement of the Bank.
To observe banker-customer relationship.
To get a clear idea about Banks and how it runs and what function it does
Identify the factors contributing to the attractive and operative performance of the
principal branch of the bank.
3
1.5 Limitations
Every research has its own limitation and as far as the limitation is concerned it is some
time beyond compare to the research itself and does not differ with my work also. During
my internship period I have faced some differences and some limitation also. So the
limitations are given bellow:
The officers and employees of the organization are so much helpful and cooperative and
busy too so that, they had very little time of giving me detailed information
The time frame work did not permit me and to make my work done in a very scientific
manner and it’s difficult for me to prepare a comprehensive qualitative survey within
very short period of time.
Also, Information at the bank is confidential & critical. For this reason, different proxy
figures have been used, while analyzing many issues related to this topic.
Sometime the authority can also been hesitated to give me the information because of the
authorities and policies.
The cost is also high doing a proper survey.
4
Chapter 2
Background of the Organization
5
2. Background of the Organization
2.1 An overview of the organization
The Company was incorporated on September 29, 1999 under the Companies Act 1994 as a
public company limited by shares for carrying out all kinds of banking activities with Authorized
Capital of Tk. 38,00,000,000 divided into 38,000,000 ordinary shares of Tk.100 each. The
Company was also issued Certificate for Commencement of Business on the same day and was
granted license on October 05, 1999 by Bangladesh Bank under the Banking Companies Act
1991 and started its banking operation on October 24, 1999. As envisaged in the Memorandum
of Association and as licensed by Bangladesh Bank under the provisions of the Banking
Companies Act 1991, the Company started its banking operation and entitled to carry out the
following types of banking business:
i. All types of commercial banking activities including Money Market operations.
ii. Investment in Merchant Banking activities.
iii. Investment in Company activities.
iv. Financiers, Promoters, Capitalists etc.
v. Financial Intermediary Services.
vi. Any related Financial Services.
Mission
We aspire to be the most admired financial institution in the country, recognized as a dynamic,
innovative and client focused company that offers an array of products and services in the search
for excellence and to create an impressive economic value.
Vision
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
6
A truly world-class bank
Strategy
To mobilized resources form within the country for suitable and profitable investment.
To create new entrepreneur in the field of trade, commerce and industry by creating their
financial need and providing guidance and advice towards right direction of investment.
To help formation of capital, broaden the investment base and develop the capital market.
To contribute in the field of industrialization of the country and growth of National
Economy.
To establish, maintain, carry on, transact, undertake and conduct all types of banking,
financial all investment and trust business in Bangladesh and abroad.
To contract or negotiate all kinds of loan, private or public, from any sources, local or
foreign, and take all such steps as may be required to complete such deal.
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Organogram:
Chairman
Board of Directors
Executive Committee
Top Management
Managing Director
Additional Managing
Director
Company Secretary
Vice President
Senior Officer
8
2.3 Composition of the Board
Mr. M. A. Rouf, JP
Chairman
Mr. Md. Hedayetullah
Vice Chairman
Mr. Syed Manzur Elahi
Director & Founding Chairman
Dr. Arif Dowla
Director
Mr. Rashed Ahmed Chowdhury
Director
Mr. Md. Abdul Malek
Director
Mr. Md. Wakiluddin
Director
Mrs. Khwaja Nargis Hossain
Director
Mr. Anjan Chowdhury
Director
Mr. Q.A.F.M. Serajul Islam
Director
Mr. Anwarul Amin
Independent Director
Dr. Sultan Hafeez Rahman
Independent Director
Mr. Anis A. Khan
Managing Director & CEO
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2.4 Milestones in the Development of the Organization
MTBL HR division is one of the most effective and strong division within the organization. Ten
people working for the division. Most of the employee is very loyal to the organization. Different
individual involve with different function of HR. MTBL HR functions are given below:
Employee training
Employee Resignation
Inward, Outward and office order maintenance
Leave Record
TA/DA bills maintenance
Recruiting and Selection
Motivation
Compensation and Benefit
Employee Reward
Internship
Performance Appraisal
Functions
Training and Development
MTBL provide both types of Training “On the job & off the job Training”. They also send their
employee abroad for train their employee. They have their personal training institute which call
MTB training institute. They have two trainers in their institute, Mr. Naba Gopal Banik
(Principal) & Syed Nazmul Haque (Officer). From where they are train their employee that is
given below:
Local
Bangladesh Institute of Bank Management (BIBM)
BD Jobs.com
Prothom Alo Jobs.com
Bangladesh Institute of Management (BIM)
Financial Excellence Limited
Foreign
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In case of abroad training they mostly send their employee to India, Thailand, Malaysia, Sri
Lanka, Dubai and some other places. Institute names are given below:
BSE Training Institute (India)
The Banking Academy (Thailand)
Union De Banques Arabes Et Francaises (Malaysia)
CITI BANK N.A (Malaysia)
Primary dealer Bangladesh Limited (Srilanka)
CISCO SYSTEM (Kolkata)
National Institute of Bank Management (India)
Most of the training held in abroad is about “CREDIT RISK MANAGEMENT” Some training
program of MTBL,
Local
Orientation Course
Loan Documentation
Understanding The Fundamental Concept and Negotiable Instruments
Internal Control and Compliances
Workshop on “Prevention of Money Laundering”
Workshop on “ SME & Consumer Financing Scheme”
Workshop on SBS-2 & 3
Workshop on “NRB Remittance”
Foreign
Surveillance, Risk Management and Securities
Credit Administration, Loan documentation, Risk Management and BASEL II
Seminar on Credit and Non-credit Products and Services Activities of UBAF in Penang,
Malaysia
Workshop “Centralization Trade Finance & Risk Management.
The entire employee receives ten (10) days casual leave for each year. Earn leave and mandatory
leave receive after one year service providing for the organization. Maximum Earn Leave
balance is sixty (60) days. Most of the employees avail earned leave for going abroad. Maternity
leave duration is three months. Any employee can take three times medical leave in his/her
lifetime service with the organization.
TA/DA Bills
Employee traveling bills are recorded under the TA/DA record book. Traveling bills should be
organization purpose not for personal purposes.
Resignation
HRD also handle the resignation of employee. It is a long term procedure to provide an
employee release order. When the topic comes about bank, Sometime employee take loan from
the bank, being an employee of that bank they receive huge benefits. So it is falls under the
liability of that employee. Until that the employee clear own liability with this organization is
unable to receive release order.
SELF Rating
Supervisor Rating
13
Rating by Head of
the department
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MTBL, use rating system for their employee Performance Appraisal. When an employee achieve
95% marks the employee Performance Consider as good Performance. Based on Performance
Appraisal Report they provide reward to their employee such as increment, promotion and air
tickets. They also fire their employee based on the Performance Appraisal report. This appraisal
provides them the clear idea about employee performance. If employee’s performance reduce
they try to find out why the employee’s performance reducing. Based on that they use different
motivational technique to improve the performance of employee. Sometime employee required
training and MTBL arrange those training for particular employee.
Internal Searches
In internal search, we know that it is one kind of employee search that an organization normally
makes through different means from their own company/institution. They from within identify
current employees for job opening by having individuals bid for jobs, by using their HR
management system, by utilizing employee referrals etc.
Promote employee
MTBL promotes employees to another post as their internal source. MTBL promotes those
employees who are capable to take more responsibility. It helps employees to work better in the
organization. Promotion always works well at MTBL.
Employee Reference
Employee reference means that current employees can be asked to recommend suitable recruits
from their known circle. MTBL also recruit employees from their own employee’s reference. It
helps MTBL a lot because their employees know about the new employees. It will help those
employees to work well in the organization.
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Transfer
MTBL also transfers their employees in different branches of MTBL in whole country. MTBL
does this kind of transfer on the basis of employee’s knowledge and ability to take pressure. In
this way MTBL fill up their empty position of their different branch. MTBL also transfer
employees from one department to another department
Known Person
Organization has knowledge about that particular person. So organization can easily select those
people for their organization.
Save time
It helps MTBL to save their valuable time for find better employee because they already have
enough information about the particular employees. So MTBL does not have to use their time for
these things.
Full-Fill demand
It helps MTBL to full-fill their demand for recruiting their suitable employee’s .That’s why
MTBL uses this process.
Trusted
Employees are reliable and trusted because MTBL know about the employees. And the company
also knows that who is capable for which post. So it helps company to recruits the best
employee.
Shortage of choice
The internal search process has shortage of choice. MTBL only can consider their current people
for the post. The company cans only choice from those people.
External Searches
External searches are done through advertisements, employment agencies, consulting firms,
contractors, job fair, internet etc. when internal search and employee reference fail to make
available quality employees, external search become necessary. Besides, for highly
qualified/experienced professionals, appointment through external sources is the best. While
making wanted ads for filling certain vacancies, the following points are to be focused highly:-
Company status/profile/growth, attractiveness of the job, internal company policies, bright
prospect/career growth, improved salary structure, office environment etc. These points attract
maximum number of highly qualified/experienced persons from which pool of best candidates,
the management can recruit/select the best person/persons. These points also help prevent
frequent movement outward of the competent staff. External Recruitment source of MTBL are as
follows,
Advertising
MTBL advertises on daily newspaper for their recruiting employees. So that potentials
employees can know about the post.
Job Fair
MTBL also recruits employees from different job fair. It also helps them a lot.
Educational Institutions
MTBL also recruits from different educational institutions. From this they collect those people
who are capable for the job.
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Web-site
MTBL also collects employees through their web-site. Potential employees can drop their
resume through MTBL web-site.
Fresh Blood
Company can get new people with new experience and new knowledge. This helps company to
do better in the market.
Swift Growth
External recruitment allows MTB for swift growth and can increase the diversity within
company. This process helps company to acquire competitive intelligence about other company.
New Ideas In external recruitment, new people come in the organization and bring new ideas.
Selection
Selection is a process of picking individuals (out of pool of job applicants) with requisite
qualifications and competence to fill jobs in the organization. It is the process of differentiating
between applicants in order to identify (and hire) those with a greater likelihood of success in a
job. Although selection method can be used within an organization for promotion or transfer, this
chapter focuses on selecting applicants from outside the organization.
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It is a long process, commencing from the preliminary interview of the applicants and ending
with the contact of employment. The following figure represents a generalized selection process.
In practice, the process differs among organization and between two different jobs within the
same organization. A well-planned and structured interview process is an adequate way of
helping MTBL to select the most appropriate candidate. Whichever selection methods are used,
it is important to ensure that. The methods chosen by MTBL are appropriate to the job and will
provide added value in assessing the best candidate.
Initial Screening
. Compiled
Application
Employment Test
Comprehensive
Interview
Background
Examination
Medical/ Physical
Examination
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If the candidate unable to meet the minimum qualification in any step then the applicant should
be rejected.
Screening of the application
MTBL follows some procedure during screening of the application. Those steps are given below:
CV short listing
Banking Experience
Training
Age
Educational Background
Total years of experience
CV-Short Listing:
Short-listing is the vital first stage in the selection process. Measuring how candidates
match up to your selection criteria at this stage is crucial to enable you to objectively
assess which of the candidates you wish to consider further in the next part of the
selection process, generally the interview stage. Careful short-listing is particularly
important when you have a large number of applicants. CV short listing depends on some
criteria which is given below:
Reference
Educational Background (MTBL don’t accept any third division)
Banking Experience (Bank Experience is most important criteria except for Entry level
position)
Training
After short listing the candidates HR invites them for written test which is arrange by the
“Institute of Business Administration”.
Written Test
“Institute of Business Administration” Set the question.
Total process is very much confidential.
They provide all kind of suggestion to candidates.
IBA check the exam scripts.
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Question includes 4 part which is English, General Knowledge, Mathematical and written
Part.
Exam Duration is 90 minutes.
Interview Panel
May consist of 3 to 5 experience persons.
Have adequate knowledge
Have specific skills and competencies
SEVP from different department and HR head’s participation is mandatory.
Medical Examination
To make sure candidate is able to perform the job.
Employee do not have any physical disability
Employee do not have any serious disease
Employment
Employment is the final step of selection process. Employment means that a candidate is been
chosen for the post. If the candidate passed all the steps with require qualifications and
experience then he/she will be employed by the MTBL.
Placement
At the end of MTBL selection process includes placement of employee. They have different
Branches all over the country. Based on employee’s requirements or organization’s requirements
HRD shift those employees in different areas.
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Here another important thing is applicant’s demand and how much MTBL can afford. Based on
that MTBL select the candidate.
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HRD
Like other departments Human resource department is very much essential. Human resource
department mainly deals with job recruitment, different types of promotion, raising salary
policies, various types of packaging. The aim of this department is to create a dynamic
environment by active and enthusiastic participation of individuals. Monthly meeting is held up
in every month in the Head Office where bank and employee related issues are discussed and
solutions are made to develop the mentioned factors and it is maintained by the Human Resource
Department.
Human resource department mainly focus on the functions:
Staffing
By staffing the HR department mainly focus on the planning, recruitment, selection, posting &
promotional procedure.
Administration
Administrative portion of the human resource activities also maintained i.e. HR department also
maintains paper works.
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Finding of the Study
Mutual Trust bank, as we know, is one of the fastest growing banks in Bangladesh. This credit
goes to HR department. HR department works with people and we know that for making an
organization more effective the necessary thing is to be ensure that “right people in right place”.
They are doing this thing very much effectively. They are using different procedures to hire the
most qualified people for their organization. Recruitment and Selection Process can be very
useful to an organization or it can be a complete waste of corporate investment. A strong process
can achieve best talented and increase skill and general knowledge as well as make the
organization more efficient. A poor system can drain resources and time from personnel and
budgets. This is why a strong Recruitment and Selection Process should be developed that has a
real impact on operational efficiency. That is what Mutual Trust Bank Limited is doing so. And
it is proved and can be seen from the above analysis and interpretation of the data that is based
on findings.
As we know Recruiting and Selection is hiring the best candidate for an organization. They are
doing it very effectively. They are using all the procedure for hiring best employee such as, for
management level they are following head hunting procedure as well they are going through a
strong interviewing procedure for officer level. Their Recruiting procedure makes their employee
more confident and each steps like a training. They know so many things from their Recruitment
procedure. Mutual Trust Bank Limited is different from other organization in some cases such
as,
Most of the organization train their employee before join in the workplace where MTBL
train their employee after joining.
Organizational culture is a big fact for an organization where mutual trust bank has a nice
corporate culture with friendly environment.
People get the both formal and informal environment over there.
HR always tries to motivate the entire employee.
Working environment is very nice that is why employee feels comfort to work with such
environment.
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This organization provides a nice learning environment which helps the newly joined
employees to work with previous employees.
Organizational Structure is flat for each and every department, so employee can easily
communicate with their supervisor.
Finally I will say that MTBL is growing fast because of their employee effectiveness and the
effective employee is provided by HRD. So their HR planning which includes Recruiting and
Selection procedure is very effective. Effective Recruitment & Selection procedure is an asset for
a company. Wrong Recruitment and Selection procedure is only waste of money and time.
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Recommendations for Improving Job Satisfaction
MTBL has extremely wonderful and systematical working techniques. To recommend MTBL is
quite difficult thing for me as an internee. The HR function is adding more and more value to
modern organizations. The new changing HR professionals carry with new responsibilities and
confronts. But all things around us are changing at an accelerating rate. Today is not like
yesterday and tomorrow will be different from today. Given the fast changing, dynamic global
economy and the increasing pressure of globalization, liberalization, consolidation and
disintermediation, it is essential that MTBL has a robust recruiting and selection policies and
procedures that are sensitive to these changes. At the time of my internship in HRD at MTBL, I
have found some points to be noticed to Recruitment and selection section for betterment of
MTBL.
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MTBL do not have any cafeteria that is why employees are always bring food with them
or they are taking outsides food which is expensive and not hygienic. If this organization
arrange a cafeteria within their organization employee’s medical problem should be
reduce.
MTBL should provide some flexibility to their employee in terms of religious purpose.
They do not have any prayer place for Muslim employee.
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Lessons Learned Throughout The Internship:
During my 3 months of internship period I was assigned to work in the Human Resource
Division. Throughout the time I got chance to work on different sectors that HRD look after. But
mainly I worked on the contractual recruitment Process, employee medical assistance fund,
internship, joining of new employee procedure, employee training list preparing, car loan
sanction list making, data bank, transferring of employees from one branch to other and also
other daily basis tasks regarding inward and outward of HRD.
I don’t have clear knowledge of any other department of MTB as I didn’t work there. But
whenever they asked me for any help I willingly and with joy tried to help them. From the very
first day my Supervisor instructed me regarding everyday works and other officers of HRD also
was very helpful throughout the time. This whole time I gave my 100% effort to complete my
assigned tasks on time. I did enjoy my work a lot. During the time I had to talk with applicants to
call them for written test, interview which helps me a lot to know how corporate communications
are happening in organizations. While working on the Database I got to know that every
information is very important and we need to cross check them again and again before putting
then into the finale database. I got to know how MTB perform their joining of new applicants
and how their background is being checked. Undoubtedly these lessons will be very effective for
me for my future career.
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2. Communication Skill:
Communication skill is a very important skill while working in any organization. HRD is such a
sector where communicating with other is a day to day activity. So it was my first responsibility
to behave in a certain matter while communicating with the employees, new applicants,
applicants who are coming for interview and also with other officers of the department. I had to
make calls to new applicant of various positions to inform them regarding their interview time,
place and time. Many of them had many queries regarding the post or remuneration then I had to
deal with them very delicately as the impression of MTB was based on my communication
method.
3. Analytical Skill:
Through my internship period I have learned a lot of analytical skills. I have learned how to deal
with different applicants and how to manage the queries of newly joined employees in the
company.
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corporate environment and also the fact that no matter how hard the situation is always being
positive and put a smile on face spreads positivity in the office.
Academic learning is more theoretical. In theory we learn details of different terms of how an
organization works and how its process its works. This academic knowledge helps us a lot in or
practical life. But in practical field while working I discovered that there is a lot to know and
learn in practical life which theories are unable to give us exact solution. As any problem arise
while working in the bank I realize that to solve the problem the combination of communication
skill, common sense, problem solving skills and analytical skills with academic skill is very
important. So we can say that though there is difference between academic and practical field but
yet both the knowledge is equally important to do well in career.
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and I got the instinct of that the upcoming three months is going to be very enjoyable and
amazing for me.
My co-workers were so welcoming and very friendly throughout the period of my internship. I
was assigned tasks from the first day and gradually the work load was increasing. Despite that I
got proper help from all of my co-workers. Whenever I found any difficulties they helps me with
suggestion and ideas how to solve the problem. They really like my enthusiasm, efficiency,
dedication for work and also was pleased with my work. My supervisor and other co-workers
praised me with their best regards. My co-workers started to share their lunch and snacks with
me. Every evening we used to buy different type of snacks and share with each other. We also
had a lot of chitchat over the time. We made a good bonding in this short span of time.
Other than my department I also had a good relation with other department people. They also
liked me for my friendly behavior and sincerity towards my work. They often asked me how I
am liking it here in the office and how is the work going. Even few days we went out for lunch
together. They become so close to me in this short time that they become sad to know that my
internship is going to an end soon and same goes for me as well.
In the joining process the required documents that the newly joined employee needs to submit is
also mentioned in another list. I had to recall the names of all the required documents so that I
can check if all of them are submitted by the employee or not. Apart from all this when I had to
deal with the applicants or interns for interview some of them asked so many irrelevant questions
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and also demanded time schedule as per their own will which was very much difficult to make
them understand technically by not hampering the image of MTB.
The way i expected about corporate world and what I actually experienced was really different.
Everyone was very much supportive and also motivated me. They also share their previous
works and mistakes they done and how they solve those problems. All of them encouraged me a
lot and it really makes me hopeful for the future.
Though the working style of a bank is very tedious and sometimes less challenging. As there is
less opportunity to do some innovative or creativity but again there is always chance to come up
with different suggestion. The higher authority will entertain your ideas if it can beneficiary in
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the long run. After working as an intern in MTBL I decided to join in a bank though I had other
plans as well before. But the working environment and works motivated me so much so I would
like to do my MBA and well prepared myself to join in a bank.
Conclusion
I have tried my best to make this report a successful one. But despite my wholehearted effort, I
could not make it a full-proof and 100% accurate report due to some limitations, constraints, lack
of my experience, and inaccessibility to the official rules and papers, short time of only three
months and other factors I discussed before. The human resources are the most important assets
of an organization. The success or failure of an organization is largely dependent on the ability of
the people working therein. Without positive and creative contributions from people
organizations cannot progress and prosper. In order to achieve the goals or the activities of an
organization therefore they need to recruit people with requisite skills, qualifications and
experience.
Recruitment is an important issue for any organization. Recruitment and selection allows an
organization to assess the vacancy and choose the best personnel who will lead the organization
in future. So the organization should give more emphasize on selecting a person. A person who
can carry forwarded the organization in terms of development, values and ethics. The focus of all
aspects of Human Resource Development is on developing the most superior workforce so that
the organization and individual employees can accomplish their work goals in service to
customers.
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MUTUAL TRUST BANK focused on building high-quality human resources with expertise and
professional skills adopting the Human Resources Re- Engineering and Development plan with a
view to creating an excellent customers service environment for ultimate achievement of
sustained profit growth making no comprises with the quality asset creation. The Bank’s Human
Resources Development strategy is to build up quality manpower with conceptual/managerial
knowledge, skills through designing/arranging of continuous in-house and out-house training
programs. The Human resource department of Mutual Trust Bank performs many different roles
and responsibilities. They take full responsibility for human activities like employment of
recruiting, training and development, employee service, employee and community relations,
personnel records, rewarding employees etc. The HR officers of this bank are very much concern
to design and deliver efficient and effective HRM system, process and practices. They spend a
lot of time to ensure employees satisfaction. They work on finding creative ways to ensure a
positive work environment.
The office environment of MTBL is superb and tremendous. Cordial relation exists everywhere.
Particularly I like to mention the HR department where I worked as an internee. I have seen there
the job environment situation as very fantastic. Their team spirit is worth mentioned. There
service quality is very high. They have acquired the current position in the market through their
efficient marketing forces' and wholehearted efforts. They have been maintaining their offices
also in international standard; very good working environment exists in their office which
inspires the staff to work whole heartedly and diligently.
34
References
Websites:
www.mutualtrustbank.com
www.bangladesh-bank.com
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Appendix
36
Appendix
Journal: 01
1st Journal
“Introduction the Workplace”
The internship experience is to give us a peak into the corporate world after completion of years
in learning about it, to see and experience more than the theories that have been taught. I got the
opportunity to start my internship at Mutual Trust Bank Ltd, Corporate Head Office from
January 08, 2018.
Introduction:
On my first day, I met the Senior Vice President in the Group Human Resource Division, Mr.
Marcus Cornelius Gomes. He gave me a short presentation about the bank and its systems and
took a short interview. He at that point posted me in Group Human Resource (GHR) division for
couple of weeks for my Internship and called one of the junior officers and ask her to acquaint
me with alternate officers of the division. They gave me a warm welcome to the group. GHR
includes HR Operations & Peoples Pay; Re-sourcing & Talent Acquisition; Organizational
Development & Learning; Employee Discipline, Audit & Regulatory Compliance.
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Firstly I became familiar with the Reference Check that Mutual Bank does while
recruiting new employees. Here I was assigned to work in the Reference Check Database,
where I had to put required information regarding the new employee and there given
referees. After putting all the necessary information posted them in the template of
reference letter for doing mail merge and printed the hard copies. Then add a stamp size
picture of the employees in the reference questionnaire and put MTB seal on the picture
and paper in such a way so that the chance of fake documentation can be reduced. After
that we mail it to the referee’s address to complete the verification of the employee
background and wait for their reply to proceed further.
I also taught how to check the Placement of MTB Employees of around the country by
using MTB’s own Mnet which is an intranet service. By writing the name of a certain
employee I was able to check the profile of that employee and where is his posting now.
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Notable incident:
All the employee shares very good relationship with each other, very friendly working
environment. The company participates in different tournaments. While working there I
witnessed the excitement among the employees regarding a friendly cricket match between the
departments. Moving into the corporate world has been so far without a doubt a splendid
experience for me due to the structured yet friendly environment. I look forward to learn a lot in
the upcoming weeks.
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Journal: 02
2nd Journal
After passing one week, I started to get more comfortable with my work as an Intern at MTB
LTD. I was still working with the Human Resource division which consist of four segments1.HR
Operations & Peoples Pay, 2. Re-sourcing & Talent Acquisition 3. Organizational Development
& Learning, and 4. Employee Discipline, Audit & Regulatory Compliance. So with time, I was
getting more and more acquainted with the works related to these segments.
40
Observation and Recommendation:
Throughout the first week, I experienced the environment of the office, how people are talking,
sharing and most importantly how they are working together as a team. Here are a few
observations I made during the time.
I got to know every documentation is very important and also every file is passed and checked
by more than two officers so that there shouldn’t be any mistake. The reference check is a very
important step for recruiting new employees. To know about the employee’s history it is very
essential to have a proper reference. Regarding reference there are some measures that the bank
follows.
An MTBian cannot be used as reference
It is good if the reference is not from the employee’s family as there is a possibility of
being biased towards the candidate.
It is better to give the reference from previous working place so that it will be easier
for the bank to know about the employees working abilities.
From my undergrad studies as I have learned in theories that in an organization they follow some
steps or structure in every activities is relatable in every aspects of my work in MTB. In my
management courses I learned about employee recruitment process and this week I got the
chance to know the after process of recruiting an employee.
Notable incident:
I got a fixed seat in the Group Human Resource Division from my second week at the bank. I
also received a verbal appraisal for quick learning and making no major mistakes.
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Journal: 03
3rd Journal
Work Done:
After working in Group Human Resource Division for two weeks, I got used to in the work
there. As one of the senior officers went on a leave of 1 month, the pressure of work increased.
Hence, pressure of work increased and the other senior officer along with other officers had to do
her work along with their own. I tried my best to contribute as much as I could to help them.
42
Medical support for all family members’ of employees for hospitalization abroad in case
of serious illness and recommended by specialized physician.
The facility should be limited to the confirmed employee’s family members. Children
attaining 21 years of age or on getting married, whichever is earlier, shall not be entitled
to reimbursement of the cost of the medical treatment.
The following expenses are not claimable:
▪ Dental treatment ▪ Circumcision ▪ Child birth
expense in excess of a total of two children
Required Documents:
List of documents required for settlement of claims are given below:
Consultant’s recommendation for hospitalization
Discharge Certificate
Bills for consultants’ fee(s)
Bills for room charge, investigation and others
Bills for medicine(s)
Bill for surgical operation
Bill(s) for ancillary service(s)
Before disbursement of claim to a concerned employee, the Human Resources Division will
carry out all due diligence and verification.
If there is any doubt regarding meaning and interpretation of any provision of this policy or any
issue or situation arises which is not covered by this policy, in that case the Head of HRD will
consult with the Managing Director & CEO and act on his advice. My work was to cross check
the files of the employees who submitted application with proper documentation of being sick or
hospitalized. I put all the data in the medical assistance database and cross check if the required
documents are included with the application or not. It was a full learning week for me as I got to
know how their Medical Assistance Fund is prepared.
Notable incidents:
MTB organized an intra department cricket match for the employees. GHR employees also took
part on that match. We were there at the field to cheer our team.
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Journal: 04
4th Journal
Work Done:
The work pressure in the bank increase tremendously in the 4 th week. As I was also attached with
the bank by now so I got to know the works and my seniors also assigned me with important
works which also helps me to learn more. Another junior officer took a leave for 2 days so the
work pressure was more that week.
45
special committee make the final decision based on all the documents decided the sum of
money that will be provided to the employees who wanted help from the fund.
I was also given some files to number the documents and cross check if the required
documents are present in the files or not.
I was also assigned to make some reference entry of newly joined employees for that
week.
Notable incidents:
As I was helping to make the employee medical assistance fund database, my supervisor and the
employees of GHR, praised me by saying that they need more sincere officers like me. It was a
proud moment for sure!
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Journal: 05
5th Journal
Work Done:
In the 5th week the work pressure was tremendous than before. I have already completed a month
so, I was quiet familiar with the workings of GHRD. My boss gave me some new work in that
week and also discussed about my learning throughout the month.
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I also got the opportunity of making some greeting cards for all the divisional
heads working in MTB Head Office along with MD and DMD sirs. While
discussing with our SVP sir regarding my last month work experience and
learning I shared by this idea of giving greeting cards to all the Divisional Heads
of MTB center for Falgun. Boss appreciated my idea and gave me the opportunity
to make the cards for them. He also gave me some suggestion regarding my work
and encouraged me for my efforts.
These endeavors, though debilitating, are imperative to perception the association and how it
capacities. The endeavors and ventures you are selected is extremely compelled until the point
when we increment more experience, grasp the association and its business better and have
shown our ability in the critical extents. In this way the more drawn out our entry level position,
the more we receive in return. All temporary jobs in corporate expecting to do some humble
livelihoods be that as it may, there should furthermore be more liberal exercises offered to us.
Being proactive is generally viewed decidedly and we will, more than likely, be given distinctive
assignments to tackle that may play a greater amount of our characteristics. Normally when I'm
not occupied, I make a few inquiries the workplace to check whether there's any individual who
needs some assistance. Be that as it may, when I'm given less intriguing activities, I attempt to
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ensure I finish all my allocated undertakings to an elevated expectation and on time to
demonstrate I have a honest to goodness enthusiasm for the organization and its improvement. I
accept even the most fundamental of assignments will help me to expand my comprehension and
information of the business.
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Journal: 06
6th Journal
Work Done:
In the 6th week the work pressure in the bank increased tremendously. I was given couple of
work to complete on time. Boss gave me a project regarding Internship Process. I felt very
excited to complete it and show it to my Boss for his review.
Notable incidents:
As Pahela Falgun was in that week and I prepared cards for all
the divisional heads so my Boss took me along with him to all
the Divisional Heads, DMD and MD sirs for greet them. All
the Bosses liked my card a lot and praise me for my
innovative idea and work. It was undoubtedly a festive and
proud moment for me. There are some pictures that we took
on Pahela Falgun:
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Journal: 07
7th Journal
Work Done:
In the 7th week it was mostly the continuation of the 6 th week’s works for me. I was given couple
of other works to complete on time. Boss reviewed my project regarding Internship Process. I
felt little nervous yet happy to show it to my Boss for his review. He liked my work and also
gave me some suggestion to update the database.
Notable incidents:
Our work station is in the 5 th level. It is divided into three parts. Our Division, MD sir’s cabin
and Board Lounge. End of that week some renovation work started in MD Sir’s section so it was
quiet bad smell in the floor and working in that condition was not easy.
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Journal: 08
8th Journal
Work Done:
In the 8th week it was quite difficult to work in the office for all the employees of our floor. The
smell of the paints and insect killer was so strong that everyone was feeling suffocated. MD sir
shift the employees to the 2nd floor for 10 days due to this situation. For that reason my boss gave
me a leave of that week as providing proper working facility was a bit tough in that situation. But
I requested my boss for coming to office and work till lunch break. My boss appreciated my
dedication towards work and said that I can come.
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My observation for that week was doesn’t matter how much difficult it is, every employee of
MTB is very much dedicated for their work. It was more like going up in the 5 th level for the files
and then again coming down and working in the 2 nd floor. It was very difficult to work and come
out with desired outcome but the employees of MTB put their hundred percent effort and without
any complain they worked in that difficult situation. It simply represents that the dedication level
of the employees is undoubtedly something to get good praise. Despite of every situation
employees gave their best effort to get the desired outcome for the organization. In my university
life I have seen that dedication from all the faculties during any crisis situation. So, it is one of
the reason of success for any organization to reach their desired goal being completely dedicated.
MTB people are also a good example of that I can conclude for now.
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Journal: 09
9th Journal
Work Done:
In the 9th week the work environment get back to its normal situation again. This week was more
or less like the previous weeks. By now I have learned the working procedures of MTB pretty
well and this week was more or less the continuation of the previous weeks. That week Marcus
sir assigned me with a new project work regarding Data Bank.
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- Expertise
By completing these field with required information will give a Tracking number to each
employee’s information. That is how the entry part of a CV of an applicant is completed. Then
by going to the reports search field can able to find out desired applicant from enlisted applicant
list. I almost enter 40 applicant CV on that Data Bank on that week.
Prepare employee medical assistance fund list for the month of February.
Made some reference letter for newly joined employees.
Notable Incidents:
In that week there was birthday of Junior Officer Rashna. The entire GHR department arranged a
small party for her at the evening in our meeting room. They arranged a cake and flower bouquet
for her and also give her a gift voucher from the entire HR Team. It simply reflects that MTB
people are not only social but also maintain a very friendly bonding with each other and make
their coworker feel special on their special occasion.
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Journal: 10
10th Journal
Work Done:
In the 10th week the work pressure was quite more than the other weeks as a new branch of MTB
has been opened at Mirpur. One of the officer was assigned to go to that branch to help them so
the work pressure in HRD was a bit high. Though already everyone is able to cope up with any
current crisis situation. For me it was the continuation of previous works of the previous weeks.
Learning & Achievements:
Here is the list of jobs that I learned and worked on in the tenth week-
q That week I continued working with the data bank. As my boss asked me to find out the
problems that occur during entering the appropriate applicants CV on the databank.
While working on the Data bank I find out some problems that needed to be updated.
When I discuss the problems with Marcus sir he asked me to prepare a note regarding
what updates are needed for the software and discuss it with the IT officer. Based on his
instruction I prepare a requirement note which includes
FOR CV Entry Part:
Amil
EMBA
Need to make the fields visible:
Notable Incidents:
Our respected Senior Executive Vice President Md. Nurul Islam sir who is also the Group Head
of HR has successfully completed his career and took retirement. The whole office gave a
farewell party in the 6th level in the honor of him. The entire department was very sad to say him
goodbye as he was a very kind and always been a good mentor for all of them. I personally felt
really sad as sir was always been very nice to everyone and also very helpful.
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