United International University

Internship Report

On

HRM practices of Eastern Bank Limited

Submitted To:
Farhana Rashid
Assistant Professor
School of Business & Economics
United International University

Submitted By:
Shanjida Mostafa Nira
ID: 111-151-557

Date of Submission: 8th February 8, 2020

HRM practices in Eastern Bank Limited
 Acknowledgement

It is always a matter of pleasure to remind the faculty members of the School of Business &
Economics, United International University, who guided me throughout my journey in completing
Bachelors of Business Administration degree with clear theoretical understandings of the subjects

My cordial thanks go to Farhana Rashid, Assistant Professor, School of Business & Economics,
United International University. Without her proper guidance it would be impossible for me to give
this report an executive and professional look.

My heartfelt thanks goes to my honorable supervisor, Eastern Bank Limited for his deliberate
guidance, inspiration and sharing of information which not only helped me in completing this
report but also helpful for shaping my future career.

I would also like to thanks some recognizable personnel from HR department of Eastern Bank
Limited.
 Letter of Transmittal

8th February 8, 2020

Farhana Rashid
Assistant Professor - HR
School of Business & Economics
United International University

Subject: Submission of internship report.

Dear Madam,

With due respect I would like to express my enormous pleasure to submit the internship report on
“HRM practices of Eastern Bank Limited” which you assigned me to work on.

This report is carefully made with due details on how Eastern Bank Limited communicate
their brands, products, and services make HR practices on the basis of my experience of
working with their Human Resource team.

If you have any queries please contact me on: +8801706302579 or send me an email at:
[email protected]

Yours Sincerely,
Shanjida Mostafa Nira
Student ID: 111-151-557
School of Business & Economics
 Executive Summary

Executive Summary It is a story of success, it is a story of rebirth and regeneration, it is a story of

hope and aspiration, it is a story of tenacity and resolve, and it is a story of passion for performance
of Eastern Bank Limited, better known for its acronym EBL. With a humble beginning in 1992, EBL
moved forward with a small yet confident stride and a pledge to impacting lives positively. Today
EBL stands for service excellence, product innovation and world class banking experience. The most
awarded bank in the country, EBL is also the first bank in the country to be rated by the world’s top
rating agency Moody’s and was awarded Ba3. The rating has been reaffirmed for the past three
consecutive years.

About Bank we are able to say it's miles an organization in which the people are agreeing to take
economic deposits from the general public and make a credit score for the reason of giving loan to
the human beings can be executed straight or secondarily via the capital markets. Usually Bank
regulatory depends at the economics situation of the us of a. In Bangladesh, Banking Sector is going
through incredible reorganization due to the economic law and advancing of the monetary gadget.
We can see that presently our Banking industry turning into the full-size finishing touch sight
because of input several new Banks together with high improvement via increasing technological
development, proper credit management, strong overall performance stage with the patron pride.
This Report has been made primarily based on “Human Resource Management Practices of
Eastern Bank Limited” who performs the vital position & the most crucial component for the
company & business. So because of this significance of management machine in human aid of
banking zone has been elevated swiftly global. Human resource is the handiest powerful manner to
increase the fee of capital, land, approach for adding right cost of business. As a end result, human
aid management practices within the corporation considering fundamental a part of the Bank. In
today’s competitive global we're dealing with vigorous competition in every step of our life
including a new technology. Currently all the company hiring, retaining and preserving the quality
employees rather than thinking fulfillment of earnings. Efficient human resource only via too
wealthy the company vision.
 TABLE OF CONTENT
Prefatory
Present condition of Banking Sector 5-6
Chapter: One
Introduction
1.1 Introduction 8
1.2 Origin of the Report 8
1.3 Objectives 8
1.4 Purpose of the report 8-9
1.5 Scope 9
1.6 Problem statement 9
1.7 Methodology 9-10
1.8 Limitations 10
Chapter: Two
Literature review
2.1 Literature Review 12
Chapter: Three
Organizational Overview
3.1 Background of the organization 14
3.2 Vision of Eastern Bank Ltd 14
3.3 Mission of Eastern Bank Ltd 14
3.4 Values 14-15
3.5 Corporate Information 15
3.6 Organization Structure/ Hierarchy of the organization 16
3.7 Products & Services 17-18
3.8 Bank Operational Area 19
3.9 List of Branches 20
3.10 Achievements 20-25
Chapter: Four
Human Resource Practices At Eastern Bank Limited
4.1 Management and Appointment 27
4.2 Recruitment Procedure 27-29
4.3 Flow chart of recruitment process 30
4.4 Probation and Confirmation 30
4.5 Resignation 31
4.6 Gift or Benefits Offered to Employees 31
4.7 Training and development policy 31-32
4.8 Training Authority 32
4.9 Retirement 32-33
4.10 Retirement Benefits 33-34
4.11 Pay and Allowances 34
4.12 Increment 34-35
4.13 Bonus Policy 35
4.14 Provident Fund 35
4.15 Gratuity 36
4.16 Medical Benefits 36-37
4.17 Leave Rules & Regulations 37
4.18 Promotion Policy 37-38
4.19 Disciplinary Action 38-39
4.20 Disciplinary Authority 39
4.21 Suspension 39
Chapter: Five
SWOT Analysis
5.1 SWOT Analysis 41
Chapter: Six
Supplementary Part
6.1 Findings of the Report 43
6.2 Recommendations 44
6.4 Conclusion 45
Reference 46
Appendix 47
 HR Acronym

Words Meaning
Pay Means the amount drawn monthly by an employee as the pay which has
been sanctioned for the post held by him substantively
The Bank Eastern Bank Limited
Rules Eastern Bank Limited (Employees) Retirement and
Retirement Benefit Rules.
Board of Board of Directors of Eastern Bank
Directors Limited.
Employees Only for the purpose of this rules, an employee shall mean
and include every confirmed and permanent employee of the Bank in any
Grade appointed directly by the Bank and exclude a probationer, casual
Management The management of the Eastern Bank Limited
Benefit The financial benefits payable to an employee and other privileges such as
house accommodation, transport facility, leave preparatory to retirement etc.
Gratuity Rules Employees with the approval of the Board of Directors.
Service Includes the period during which an employee is on duty on sanctioned
Leave and on deputation elsewhere with the expressed approval of the Bank.
Provident Fund Eastern Bank Limited Employees Provident Fund.
Family Includes wife/wives or husband, children wholly dependent upon the
Employee.
Re-employment Employment on contract basis after normal retirement
Prefatory
Present condition of Banking Sector:

Bangladesh is known to be as heavily populated countries in this world and bulk of people are till
now many people not included with the banking service properly. For this reason, Bangladesh is
facing obstruction in progressing with the financial status. So as to avoid with this type of difficult
scenario, Bangladesh Bank which is the central Bank of Bangladesh, has been decided to implement
and promote the banking services among the rural people by promoting agent banking service in the
areas under central financing. Now the current situation is mobile operator can play important role
and to motivate the rural people to avoid financial risk in their daily life. Also, top banking service
can work together to build unified platform and to provide effective service to the rural people in
Bangladesh. Being a part of this modernization Bangladesh wants to be developed in banking sector
by giving the idea about mobile banking to the rural people with this effective step rural people will
be benefitted with the better, secure.

Banking sector is dominating since the birth of Bangladesh. Dominance power of the banking system
helps to economic growth of a country. On the other hand, with the enormous ups and downs the
banking sector of Bangladesh travelled a journey where the country faced several traumas. For the
improvement, a number of steps have been taken by the concern authority to make this sector more
productive.

Capital adequacy of bank, streamlining guidelines for rescheduling of various types of loan,
tightening provision for non-performing loan, strengthening disclosure and improving accounting
system etc objective can play to become more efficient. Over the years this sector has improved
remarkably. Though earlier in this sector has not achieved its goal satisfactorily as like today. Right
now still its need to be constructed by the Central Bank in some areas to make it healthier more.

Bangladesh Bank increased his observation because of large financial regulatory on Sonali Bank
Limited, BASIC Bank limited & also on fourteen bank and financial institution, state owned and
private to improve their governance and also to mitigate the financial trauma.

In recent years some negativity showing has been observed that the state owned bank profitability is
not up to the mark. In private commercial bank it’s positive but low. For non- performing loans
(NPL) has similar performance which has been observed though the rate is still high 21.82%. On the
other side private commercial Bank and foreign commercial bank has increased. So for high NPL
state owned Bank has to keep high provision thank profit. Government has to insert wealth into these
Banks to keep them going. So the capital adequacy ratio to be raised to 12.5% of their risk oriented
weighted assets by 2019 will change for the SCB challenging for the SCBs. In 2015 capital adequacy
of SCB was only 6.2%.
Due to political interference, bad assets and inefficiency are the reasons for lower profit in SCB. For
public sector sluggish environment is the reason less profit which reflected high volume of liquidity
in the Bank. The advance deposit ratio has been little over 70% in 2015 and also Bank is allowed to
lend up to 80%.

In spite of anemic performance of the sector, governance still remains distant from the reality. The
authorities slow to take money action. The hallmark group has not returned their money till now. The
Banking sector even unwilling to take this misappropriates money which is creating more problems
in the sector. This shock is creating more challenges and further reforms the said sector. The
Commission can perform by seeing the emerging need and in order to build up more transparent and
responsible banking system.
Because of changes during the 1990s, 2000 and subsequently banking division made significant
progress. However, this segment should plan for the up and coming age of worldwide administrative
system and meet rising customers need. The up and coming days banking industry should
accomplish the capacity of ingest stuns emerging from money related and financial pressure,
improve hazard the executives and administration and reinforce Bank straightforwardness and
divulgence. Along these lines, if the area needs to accomplish bigger job to contribute with steady
and sound macroeconomics. Therefore, the financial area needs to experience the excruciating way
of stricter approach.
Chapter: One
Introduction
1.1 Introduction

Human resource management is the function of within an organization that focuses recruitment,
management and providing direction for the people who work in the organization. Human resource
management can also be performed by line manager.

Employees are the core resource of any organization, without them one cannot run their organization
and human resource is conducted with the growth of development of people toward higher level of
competency, creativity and fulfillment. It keeps employees become well more responsible person and
then it tries to create a climate in which they contribute to the limits of their improved their abilities
.it assumes that expanded capabilities and opportunities for people with directly improvement.

Eastern Bank Limited always determinate what jobs need to be done and how many types of workers
will be required. So establishing the structure of the bank, it assists in determining the skills,
knowledge and abilities of job holders. To ensure appropriate personnel are available to meet the
requirements set during the strategic planning process. This bank believes that the quality of work
comes from quality workers

1.2 Origin of the Report

As a student of BBA it’s mandatory to engage in an organization as interns to know more about the
corporate world to increase more business knowledge. A report is a representation of that learning
which I have learnt as an intern. The allotted proposition recommended by the guide teacher the
topic of my report is “Human Resources Management Practices of Eastern Bank Limited” and I
have accomplished my task with National Bank Limited. In this report I have written the analysis
findings and achievements which is consisting with my research, findings, and achievements. This
document “Human Resources Management Practices of Eastern Bank Limited” is arranged
under the supervision and guidance of Lailun Nahar kanta, Senior Principal Officer.

1.3 Objectives
The objective of the study can be broadly being classified under two branches as General
objectives and specified objectives. Achievement of the specified objectives will automatically
lead to the achievement of general objectives and the study has been completed keeping in
mind.

The general objective is to prepare and submit a report on the topic “Human Resources
Management Practices of Eastern Bank Limited” within the specified time. It will help to
achieve a broad objective of synchronizing academic knowledge with the practical experience
in professional sector.

1.4 Purpose of the report

Main objective in this study is organize a report on “HRM practices of Eastern Bank Limited’’
 Increasing knowledge about the function of human resource.
  Getting clear idea about HR practice process of Eastern Bank Limited Process
 To know in depth about human resource management of Eastern Bank Limited.
 Find out the problem of human resource division in Eastern Bank Limited
 Efficiency of HR practices and limitation in the Eastern Bank Limited limitations

1.5 Scope
The scope for this report basically surrounded with Eastern Bank Limited. In this report mostly
focused on practical observation. There was interview and secondary data sources from EBL
and also from other Bank. Report scope was not that much easy going, only bank branch and
field operations of the bank could use for this paper. As I was doing internship in Eastern Bank
limited, Head Office, Human Resource Division, so for that reason scope of the study was only
restricted to the Human Resource Division of Eastern Bank Limited.

When I started doing report this area I have focused on area which are as follows:
 Acquirement of employee or employer
 Development of employee or employer
 Facilities, benefits and compensation

1.6 Problem statement

Our commercial banking system facing increased competition for their business in upcoming
days. Even in getting appropriate people for appropriate post is becoming a challenge. The
people who work in an organization Human Resource Management is for them. The Manager,
employees, project officer, field workers, coordinators and staffs are the part of human resource
management. In the meantime, organization run by this people and they are main „‟resource‟‟.
Bank needs the people to manage the organization properly.
 Establishing superior management in the organization
 Best performance for best result
 Appropriate resource mobilization and funding for the organization

1.7 Methodology

Nature of the study: Exploratory

Sources of information: For collecting data and information I have adopted variety of data
collection procedures. These are empirical reasoning; interviews, observation and experience.
This study has been conducted mainly on the basis of both primary & secondary data. To some
extend primary data are used and these are collected from relevant journals, magazines
newspapers etc. and also from publication of professional institutes. Observation techniques
also have been used in case of necessity. However, data used in this study has been further
analyzed and processed for the purpose of the study. For secondary data I investigated some pdf
documents, records. On the other hand, primary data has been collected by the interview with
the several interviews with various types of employees of Eastern Bank Limited.

 I have asked many questions to my Supervisors and some banker HR

implementation, which can be referred to as interviews.
 I have read some books, manuals, reports which have provided me empirical
support.
 So, it is empirical reasoning.
 I have also used my experience which I have gathered during the course of my
internship in Banks.

Besides The details of these sources are highlighted below:

The Primary Sources of Data:

 Interview with the branch manager, operation manger and also with the employees,
discussion session with HR division which is in the Head office

The Secondary Sources of Data:

 Annual Report of Eastern bank limited

 HR division, each employee’s job description.
 Websites, journal, books manuals and related books.

1.8 Limitations

All the officers of Eastern Bank Limited were very cooperative and helpful. But as it’s a
financial organization, so they had too busy with many responsibilities. For this reason, they
couldn’t manage proper time for serving the information to me properly and to get clear
knowledge. Furthermore, they have to deal with a very competitive environment which is based
on money related activities. Task and limitations related with each other, every task has some
limitation and problem. Though I didn’t face any serious problem, but therefore some
limitations in the period of making report which are as follows: -

 Lack of analytical ability and rational thought was the first limitation that I faced during
accomplish my task
 As the time was not sufficient so I had to equalizer with the quality. I couldn’t go more
depth of the organizational HR procedure which is seemingly a limitation.
 Lacking of recent data and information also not disclosing the human resource division
data because of confidentiality was another drawback. This data could helpful to
complete my report properly.
 Lastly Limited time where I have to draw the whole HR procedure of Eastern Bank
limited within one month, which was tough for me because it’s a big organization. So
one month is tough to understand whole procedure with proper way.

Chapter: Two

Literature Review
Understanding the antecedents to and outcomes of customer satisfaction is a critical issue for both
academics and bank marketers which are previously identified service quality expectations,
disconfirmation and performance. (Ahmad and Kamal, 2002). Non risk rated deposit insurance
ignores the potential loss of a valuable bank charter due to insolvency and effecting optimal financial
policy (Alan j Marcus, 1984). Global bank played a significant role in the transmission of the 2007 to
2009 crisis to emerging market economies. (Nicole and linda,2010) A fiercer level competition is
becoming the most influential factor in the structure and activities of the banking system around the
globe (sudinnorafifah and planisek, 1994). Bank can establish, maintain and enhance ongoing long
term multi service partnership with corporate clients where the partnership phase can be changed
anytime (Mosad,1996). Competitive pressure from other European countries, regulatory form, large
scale consolidation, European have changed substantially the banking environment with potentially
offsetting effects. (angelini and Nicole,2003). Online banking is the newest and least understood
delivery channel for retail banking and cutting edge technology Online. (Adel ,2001). Virtual
banking system exists in the form of ATM, phone banking, home banking and internet banking.
(shayoi, yuanhuaiqing and ada, 1999). European union bank strategies similarities with post-merger
performance. European Union Bank‟ has strategic similarities on post-merger performance. Domestic
deals which is costly and dissimilar in terms of their loan earning cost, deposit and strategies also for
cross border merger. (yener and david, 2008). Rural and financial banking have been center of
development from last few decades (Jacob,2003)
Chapter: Three

Organizational
Overview
3.1 Background of the organization

Eastern Bank Limited (Bengali: ইস্টার্ন ব্যাংক লিমিটেড) is a private commercial bank headquartered

in Dhaka, Bangladesh. It was established on August 8, 1992, as a public limited company
with limited liability under the Bank Companies Act of 1991. Its share are listed in the Dhaka Stock
Exchange and the Chittagong Stock Exchange. The bank provides products and services in retail
banking, corporate finance, asset management, equity brokerage and security. It has 85 branches and
200 ATMs in Bangladesh and employs around 3000 employees. Eastern Bank Limited is going to
open its first overseas full-fledged branch in Calcutta, India. Presently, EBL has a subsidiary in Hong
Kong and a representative office in Myanmar. This branch in India will be its first foreign branch
outside of Bangladesh. EBL opened its first representative office on the Chinese mainland in
Guangzhou on September 29, 2019.
Company’s board of directors: Our desire has consistently been to contribute
definitively to monetary development of the nation and to the general public we work
in. Creating positive and feasible effect for our customers and workers is our need. The
Board is driving the bank from the front and working energetically to maintain
corporate culture and qualities to build up an obligation of trust with the general public
we serve.

3.2 Vision of Eastern Bank Ltd

To become the most valuable brand in the financial services in Bangladesh creating long-lasting
value for our stakeholders and above all for the community we operate in by transforming the way
we do business and by delivering sustainable growth.

3.3 Mission of Eastern Bank Ltd

• We will convey administration greatness to every one of our clients, both interior and
 We enthusiastically drive client charm.
outside.  We use consumer loyalty to quicken development.
Service Excellence
 We put stock in change to acquire auspicious
• We will guarantee to boost shareholders\'
arrangement. esteem.
 We know our roadmap.
• We  Weour
will continually challenge believe in continuous
frameworks, improvement.
methods and preparing to keep up a firm
Commitment
 We do our task before we are told. We share business
and expert group so as to accomplish administration greatness.
plan.
 We share marketable strategy.
• We will make an empowering domain and grasp a group based culture where individuals
 We support two-way correspondences.
Openness
will exceed expectations.  We perceive accomplishments, commend results.

 We state what we have faith in.

3.4 Values
 We regard each relationship.
Integrity
 We are against maltreatment of data power.

 We care for one another.

 We share information.
Trust
 We enable our kin.

 We are charge tolerating resident.

 We advance insurance of the earth for our offspring.
Responsible Corporate  We comply with all laws, rules, standards,
Citizen assessments and estimations of the land.
3.5 Corporate Information

Name of the Company Eastern Bank Limited

Company Logo

Establish 8 August 1992

Activity Starts 1992

Line of Business Banking

Number of Employees 3000

No. of Branches 85

Exhibit 3.5: Eastern Bank Ltd at a Glance

3.6 Organization Structure/ Hierarchy of the organization

Chairman Board of Directors Advisor

Administrative Managing Director

Deputy Managing Director

Managing Director

Senior Executive Vice President

Executive Vice President

Senior Vice President

Vice President

Senior Assistant Vice President

Assistant Vice President

Senior Principal Officer

Principal Officer

Executive Officer

Officer

Management Trainee officer Junior Officer

Assistant Officer

Trainee Assistant
3.7 Products & Services

Product of Eastern Bank Limited:

1. Deposit Products:
 Current Account (CD)
 Fixed Deposit Account (FDR)
 Savings Account (SB)
 Short Notice Deposit (SND)
 Monthly Savings Scheme (MSS)
 Pension Savings Scheme (PSS)
 Millionaire Deposit Scheme (MDS)
 Millionaire Gold Deposit Scheme (MGDS)
 Monthly Income Scheme (MIS)
 Super Double Benefit Scheme (SDBS)
 Wage Earners Pension Savings Scheme (WEPSS)

2. Remittance Products:
 Wage Earners Welfare Deposit Scheme
 Overseas Employment Loan Scheme
 Special Interest Rate Deposit and Loan

3. Retail/ Consumer Loans Products:

 Personal Loan
 Home Loan
 Car Loan
 Business Loan
 Industrial Loan
 Working Capital Loan

4. Loan and Advanced Products:

 Overdraft
 Project Finance
 Working Capital Financing
  Syndicated Loan
 Packing Credit
 Loan Against Export Bill & Loan Against Trust Receipt

5. Others:
 Education Deposit Scheme
 Medicare Deposit Scheme
 Monthly Earning Scheme
 Marriage Savings Scheme
 Rural Deposit Scheme
 Double Benefits Scheme

Services of Eastern Bank Limited

1. Export Services
2. Import Services
3. Remittance Business
4. Dual Currency VISA Credit Card
5. SWIFT Service
6. Small and Medium Enterprise (SME) Banking
7. Locker Services
8. Internet Banking
9. ATM Services
10. Western Union Money Transfer Services
11. Card Services
3.8 Bank Operational Area

Eastern Bank Limited is a complete service Bank with a various array of all-inclusive range of
suspiciously tailored financial services and customer friendly simple banking products and services
geared for the needs of all customer’s segments. EBL operations consist of:

 Real Time on line banking

 Credit Card
 Debit Card
 ATM
 International Trade finance
 Commercial Banking
 Investment Banking
 Investment Banking
 Project Finance
 Syndication Loan
 Mortgage Loan
 Hire Purchase
 Retail Banking
 Foreign Remittance
3.9 List of Branches

There are total 85 branches of Eastern Bank Limited situated in 34 districts in Bangladesh.

Division Number of Branches

Dhaka 42
Chittagong 26
Rajshahi 3
Sylhet 6
Khulna 3
Barisal 2
Rangpur 2
Total 85

3.10 Achievements

DHL - Daily Star Business Award

Eastern Bank Ltd was recognized as the Best Financial Institution in 2010 at the DHL-Daily Star
Bangladesh Business Awards.
Corporate Governance Award
Our system of corporate governance provides the basis for the responsible management,
transparency of processes and compliance to regulatory bodies with a focus on sustainable value
creation. Our continuous effort to adopt and adapt to international best practices in corporate
governance has been recognized by Institute of Chartered Secretaries of Bangladesh (ICSB). We
have got recognition for last three consecutive years at the ICSB National Award for Corporate
Governance Excellence award.

ISO Certification

Our relentless effort to upgrade and update on every account of standardization is reflected in our
Operations department's recent ISO 9001: 2015 certification.
Moody's rating

The rating by a top global agency like Moody's in March 2016 was a high point in our journey to
excellence. Moody's assigned us Ba3 rating with stable outlook. The rating is equivalent to country
sovereign of Bangladesh. EBL is the first company in the country to achieve this commendable feat.
Moody's reaffirmed EBL the Ba3 rating in 2017 and 2018.

PCI DSS Certificate

PCI DSS certificate has been awarded to EBL in 2016 and reaffirmed in 2017 by global leader in
cyber security NCC Group of UK is a testimony to our emphasis on card security.
Euro money Award

In 2016 the jury of Euro Money Awards for Excellence conferred the Best Bank in Bangladesh for
its professionalism, prudence, and growth. It also referred EBL's depleting NPL ratio as mark of
health. In 2017 and 2018 EBL adjudged the Best Bank in Bangladesh making the tally to three
consecutive years. After the introduction of the coveted Euro money award for Bangladesh in 2013,
EBL is the most successful bank to win maximum number of awards

A Leader in Retail Banking

In retail banking EBL has emerged as an undisputed leader. The Asian Banker International
Excellence in Retail Financial Services award has adjudged EBL as the Best in Retail Bank in
Bangladesh for the last six consecutive years from 2013-18.

The London-based International Finance magazine in 2018 awarded EBL for the Best Credit Card
Offering in Bangladesh.
Best Transaction Bank in Bangladesh

EBL has been awarded at the prestigious Asian Banker Business Achievement Awards 2018 held in
Beijing. EBL is the only bank from Bangladesh to win Best Transaction Bank in Bangladesh Awards
in two categories of Best Cash Management and Trade Finance.

IFC Award

In 2017 IFC of World Bank group recognized us as the Best Issuing Bank Partner and Best Trade
Operations Issuing Bank Partner in South Asia.
Asia money Award

EBL has been awarded the Best Corporate and Investment Bank for 2017, 2018 and 2019 by Asia
money.

Superbrands Award

EBL has been recognized as a 'Superbrand' of the country for the year 2018-2020 by the Superbrands
Bangladesh.
EBL also received the Superbrands of Bangladesh award in 2009 for the period 2009-2011.
 Chapter: Four
Human Resource Practices At
Eastern Bank Limited
 4.1 Management and Appointment

SEVP &
Divisional
Head

Human
Recruitment
Development
Resourc Office
Admin
e
Division

HR Operation

4.2 Recruitment Procedure

A foundation or an association can't be prevailing without giving appropriate support of the client
and customers. For bank it's considerably progressively significant as far as administration. So for
serving Valuable support of the purchasers they generally procure ingenious official to keep up the
standard of the bank. EBL accepts by paying adequate pay and payments to their staff to get most
extreme administrations out of them. Therefore, bank authority must be cautious in enlisting the
opportune individual for the correct activity.

The obligation of top managerial staff to break down the labor prerequisite of the association
consistently and fix up the quantity of staff official, administrators and number of official every
class. on the off chance that the bank request any brief or lasting post for the association, the top
managerial staff suggests the responsibilities and furthermore subsidize for a long time. Eastern Bank
Limited can't figure out how to pay for keeping up additional labor. EBL must perceive the
significance of labor estimation and as needs be an outline they for the contracting individuals. At
the point when they requiring, it’s should be audited and overhauled now and again for growing the
business. Still, professionals will take the edge to fill up posts lying vacant within the approved chart
or organogram. For the justification they can take initiative and can revise the chart for justification
of the post. The organogram has to be revised time to time.
Recruitment through Advertisement

At the point when an association needs individuals they give promotions in the media, it's likewise
called the piece of the enrollment. Right kind of ability is the primary article to the enlistment
strategy. EBL consistently pursues the notices print, on the web. The office will deal with all issues
identifying with enlistment and determination of staff.

Fig: Job Circular of Eastern Bank Limited for Trainee Assistant Officer
Regarding recruitment of Probationary Officer, the criteria has been set as under: -

I. He/She should be a resident of Bangladesh.

II. Candidates must be Masters/BBA from an all around rumored University having three first
Divisions/Class or CGPA-3.00 out of 4.00 where appropriate (no third Division/Class is
adequate).
III. Preference will be given to those having MBA/BBA in Accounting, Finance and Banking,
Marketing, Management and different business situated subjects and Masters with Honors in
Economics, English, Statistics, Mathematics and different business arranged subjects.
IV. His/Her age must be between 21 to 30. These conditions might be loosening up capable in
unique cases to be recorded as a hard copy.
V. He/She should be physically fit.
VI. The newcomer be required to get full therapeutic assessment from the Doctor, selected by the
Bank. The expenses of the Doctor be paid by the Candidate. Be that as it may, any expenses
for Pathological/different administrations required by Doctor for full restorative assessment
be paid by the forthcoming worker.

Meeting Performance
Like other bank EBL likewise keep a similar principle for trial official that they must be probation
for one year. After the hour of probation, their exhibition will be examined by the Management and
spot the report to the Managing Director. In the event that the competitor found appropriate for the
post, they will be affirmed. In the event that they got unfitting their trial period might be additionally
broadened or their administrations will-be ended by the power. Determination Committee will
consider the candidate’s appearance, character, imparting capacity, good judgment, habits, general
and presence of mind and grant checks exclusively which will be totaled and arrived at the midpoint
of for deciding meeting execution score. The accompanying basis for meeting might be pursued:
 Appearance and Personality: 5
 Expression and Presentation limit and habits: 5
 General information: 5
 General and presence of mind: 3
 Assessment: 2
 Composed Test: 5
It's compulsory to for the all candidates to endeavor the composed test which is 60 imprints test. The
test ought to contain with general information and numerical predisposition. EBL take the assistance
of outside specialists for setting the inquiries, regulating the assessment work and denoting the
contents. Going with least characteristics of 60% will qualify the up-and-comer.
4.3 Flow chart of recruitment process

Receipt of the
Inviting for the Inviting for the
application
prescribed from the
preliminary select preliminary
test select test
bank

Justification of the
List of the selected Conducting with
previous history of
candidates interview
selected candidates

Physical
Approval from the examination,
board appointment and
replacement

4.4 Probation and Confirmation

Here are the rules that EBL follow for the probationary officer

 Entry level officials a will be on post-trial supervision for at least one year. Thereafter
the probation time frame, the executive’s advisory group will assess their exhibition and
they will display a report. On the off chance that they discover the official is reasonable
they will affirm the person in question else they move or can end

 Also they have that decides for staff that in the event that they enlist any sub staff they can be
involved as ordinary representative in the event that they complete 8 years of consistent
assistance in the Bank by observing their records and instructive capability.
4.5 Resignation

For acquiescence EBL allows sees three months ahead of schedule of the end. Its appropriate forever
one of the staffs here they likewise referenced if the overseeing executive neglects to give the
composing reports to them, overseeing board of trustees at risk to pay the pay a sum equivalent their
essential pay three months‟ compensation. It's additionally appropriate for the trial official if there
any disciplinary activity inferred on an official or if any official utilizing any gear which has a place
from the bank they can't leave without the authorization of the position

4.6 Gift or Benefits Offered to Employees

It is an offense to request, request or acknowledge to serve a worker, anything of significant
worth from anybody as an end-result of any business, administration or secret data, either
previously or after an exchange is talked about or finished.

Special material of ostensible worth, for example, pens, pencils, scratch pads, key chains,
schedules and comparable things and so forth and endowments of sensible incentive on wedding
are excluded. At whatever point any circumstance emerges as to issues concerning things of
significant worth, a representative must make complete honesty to the administration and get the
executives' composed reaction.

Things Offered by Employees

Representatives will not, for the benefit of EBL straightforwardly or by implication give, offer or
guarantee anything of significant worth to any individual, business substance, association, open
authority, and ideological group to impact the beneficiary. Typical strategic policies of offering
dinners; excitement limited time blessings and so forth are absolved. Representatives will not, for the
benefit of EBL legitimately or by implication give, offer or guarantee anything of significant worth
to any individual, business element, association, open authority, and ideological group to impact the
beneficiary.

4.7 Training and development policy

In each all-around presumed association preparing is extremely normal practice to put new
representative into administrative duties after procedure of preparing and advancement. We realize
Training implies familiarizing everybody with the specialized part of the activity so his specialized
aptitudes will be overhauled. It's a customer arranged occupation, so preparing isn't sufficient for
explicitly who needs human connection and social ability in this preparation gives people
discernment, frame of mind, qualities and desires, so that and representative or manager can build up
there with the most recent update. HR create expertise and information for better exceptional of
employment duties. Its grips with on - the-work and shaped preparing programs.
Here is the EBL training programs

 Orientation Training
 In-House Training
  Job Specific Training
 Need based Local/Foreign Training
 Peer or supervisors' coaching
 E-Learning: Online Training & Evaluation

Direction Training: for the fresher, Eastern Bank Limited has direction inside preparing project to
give them the general perspective on the bank and furthermore present them with the hierarchical
culture.

 Job explicit preparing: this is preparing where Norm of the bank is to prepare them by friend
or directors' instructing. Representatives must endeavor this preparation to know the set of
working responsibilities and pursue on the hands on preparing.

 Need based preparing: this preparation can be either Foreign or nearby. In the wake of
breaking down worker’s whole among aptitudes and information and competency required
for the present job.

Basic training program:

 Joining/ Participating in orientation with different Departments

 Foundation Course
 Attachment with SME Unit Offices & Branches
 Organization of Development Program
 Attachment with different departments
 Information Technology Training
 On job hands-on training according to Job Description

4.8 Training Authority

The Managing Director has the ability to choose issues identifying with preparing of the
representatives of the Bank. For preparing/instruction inside or outside the nation, the choice might
be made by Managing Director in interview with Heads of the Divisions/Deputy Managing
Directors.

4.9 Retirement
An official earned Regardless ability and information all through of his working life. At that point a
specific opportunity later opportunity arrives when capacity to perform decrease very. Where it's an
ideal opportunity to resign of a senior official will supplant new official to work with more quality
and additional energy to improve the nature of the executives of the organization. The standards
might be known as the "Eastern Bank Limited" (Employees) retirement and Retirement Benefit
Rules, 1993.It will come into power on the double and will be esteemed to have produced results
from the date of initiation of the Bank. A worker of the Bank will resign on accomplishment of the
age of 58 (fifty-eight) years which is considered as should be expected retirement Voluntary

Retirement:
Any worker of the Bank may pick to resign from the administration of the Bank whenever after
he/she has finished least 10(ten) long periods of administration in EBL pulling out recorded as a hard
copy to the Overseeing Executive in any event 60 (sixty) days before the date of his planned
retirement
• Typical Retirement: A representative of the Bank will resign on achievement of the age of 58
(fifty-eight) years
• Constrained Retirement: Constrained retirement doesn't involve Age. A worker might be expelled
from the administration of the Bank for his submitting any unfortunate behavior subsequent to fitting
in with rules and methods gave in law.
• Early Retirement: A representative of the Bank may settle on early retirement recorded as a hard
copy to the Overseeing Chief with or without demonstrating any ground thereof whenever during his
administration in the Bank. There is no bar of earlier notification or length of administration for it.
Be that as it may, alternative for early retirement, once practiced will be conclusive and unavoidable.

4.10 Retirement Benefits

Voluntary Retirement:
 A worker whose willful retirement has been acknowledged by the Bank will be
qualified for the accompanying retirement benefits
 Tip according to Tip Rules will be paid, determined at (one) months fundamental
compensation (prompt a month ago's essential compensation) for each finished long
periods of administration in the Bank.
 He/she will be qualified for installments acceptable to him/her according to Fortunate
Store Rules of the Bank.
 The concerned worker will be qualified for benefits under Superannuation Reserve
Plan.
 The concerned worker will be qualified for benefits under Representatives Welfare
Plan

Normal Retirement:
 A representative who has resigned at the age of 58 (fifty-Eight) years in common
course will be qualified for the accompanying retirement benefits: -
 Leave preliminary to retirement for 03 (a quarter of a year) with pay, stipends and
different offices in full which he/she was profiting from the Bank before continuing to
such leave. The leave preliminary to retirement will not be charged from his leave
account.
 Leave preliminary to retirement for 03 (a quarter of a year) with pay, recompenses
and different offices in full which he/she was benefiting from the Bank before
continuing to such leave. The leave preliminary to retirement will not be charged from
his leave account.
 Fortunate reserve both possess and Bank's commitment payable according to
opportune store rules.
 The concerned worker will be qualified for benefits under Superannuation Reserve
Plan.
The concerned employee shall be entitled to benefits under Employees Welfare Scheme.

Forced Retirement

An employee who has been put to forced retirement as a measure of lesser punishment for
committing any misconduct shall be entitled to the following benefits

Banks and his own contribution to the Provident Fund if he is otherwise entitled to them as per
existing Provident Fund Rules.

 Gratuity benefit if admissible as per existing Employees Gratuity Rules of the Bank.
 Benefits from Superannuation Fund Scheme.
 Benefits under Employees Welfare Scheme.

Early Retirement

Employees of the Bank who applied for Early Retirement and accepted by the Management
shall be entitled to the following retirement benefits

 Salary and Allowances for 4(four) months (Calculated at immediate last month’s pay).
 Provident Funds both own and Bank’s contribution shall be paid as per Provident
Fund Rules.
 The concerned employee shall be entitled to benefits under Superannuation
Fund Scheme.
 The concerned employee shall be entitled to benefits under Employees Welfare Scheme.

Employee Benefit and Service Rules

4.11 Pay and Allowances

The accomplishment of EBL in sound progressing and store preparation just as other speculation will
rely upon productive and successful help rendered by capable and eager administrators, officials and
staff. Right now the current compensation scale comprehensive of different advantages for various
class of officials and staff can be considered as reasonable and fair. These might be explored at
regular intervals relying upon the advancement, development and circumstance in the Bank. As
indicated by worker The bank is paying current sum isn't that adequate like for trial official they are
paying tk30000/ -, first official tk 32000/ - Senior Executive Vice PresidentTk.1,63,900/ -, Deputy
Managing Director Tk.2,25,000/ - , Additional Managing Director Tk.3,05,500/ -
4.12 Increment

Like other association EBL has some addition administers too. Their Annual addition fixed
based of 10 years, the essential pay would increment by around 100% of the beginning
compensation. This guidelines survey each following two years. They have stamping
framework for this augmentation, workers increase happened premise of imprints got. Up to 19
no augmentation, from 20 - 28 evaluating scale ordinary addition, 29-40 reviewing scale is
considered as extraordinary addition. All the augmentation will be endorsed by the
Board/Committee However, the Board may perceive the extraordinary exhibition of any
individual officials as store assembly, advance recuperation and advance organization and grant
additional money or additional addition or a letter of appreciation. If there should be an
occurrence of advancement of a worker compelling from first January an employee would get
his normal annual increment, if otherwise in order, with effect from first day of January every
year.

 All special increment shall be approved by the Board/Committee on the basis of

Company's Financial Performance and Policy which shall be reviewed every year.
 List of all officers who obtained less than 40 Marks shall be reported to the Board
every year for appropriate action/decision.

4.13 Bonus Policy

Bonus is an extra payment in addition to fair and reasonable normal salary. It is an incentive
payment not a routine salary. Therefore, it must be strictly linked only with effort and
profitability of the Bank. Two Festival Bonus every year, pay dividend 7%- 9% only one
Festival Bonus/ no Incentive Bonus.

 Bonus always on the basis of the Basic Salary

 Nevertheless, even if net profit not enough to pay minimum dividend as mentioned at Eastern Bank
Law under serial no. b (1) Board shall consider the matter every year.

4.14 Provident Fund

For each business association a Provident Fund is a legitimate element which is made by to give
long haul advantage to the laborers and workers. Business contributes with the store dependent
on fixed level of the regularly scheduled compensation move costs. Then again, workers are to
make store comparable sum or more to the reserve each month. Fortunate Fund Administered
by a Board of Trustee Comprising both Board Members and Executives. The Fund will be
regulated by these Rules or by such different Rules as might be encircled every now and then.
The care, the executives, speculation and control of the store will be vested in the Trustees.

 There shall be at least 6 (six) Trustees of the Fund out of which 3 (three) will be
nominated by the Board of Directors and the remaining 3 (three) Members of the
Fund shall be nominated by the Management.

 The custody, management, investment and control of the fund shall be vested in the
Trustees.

 There shall be at least 6 (six) Trustees of the Fund out of which 3 (three) will be
nominated by the Board of Directors and the remaining 3 (three) Members of the
Fund shall be nominated by the Management.
4.15 Gratuity

Gratuity is the part of the salary that an employee received from his or her employer. This is
another form of benefit for the employees. Eastern bank has their own rules which are called the
“Eastern Bank Limited Employees Gratuity Rules”. These Rules has been activated from
November 01, 1988

Eligibility
For this gratuity employees who has been in their service for a minimum period of 12 (twelve)
years without any break, they will be eligible to have the benefit under the gratuity scheme. But
sometimes Gratuity can be approved to an employee under this condition

 In case of sudden death during in the service

 In capability of mental and physical permanently.
 Any special case

Disqualification
The following categories of employees will not be eligible for the Gratuity: -

 Those who are dismissed from the service of the Bank.

OR
 Those who leave or discontinue their service without the permission of the

Amount Payable
One-month basic salary for each completed year of service on the basic pay drawn by the
employee.

Payment of Gratuity
 The Gratuity will be paid to the employee concerned.
 In case of his/her death the Gratuity has to be paid
 The person(s) nominated by death
 His/her legal heirs in the absence of any nomination.

4.16 Medical Benefits

The benefits are over and above the normal monthly allowance. It is not mandatory by any law
but EBL Board only introduced such benefits to ensure that all employees dedicate themselves
to EBL for its continuous growth, better clientele service and good health. Obvious monthly
medical allowance does not cover the expenses for hospitalization for major illness where
prolong hospitalization are necessary including surgery.

Rules & regulations

Employee all confirmed employee who is in the permanent payroll. The facility also covers
their wife and maximum two dependent children.

Declaration
A specimen copy of declaration form is required to be filled and signed in duplicate by individual
employee. The first copy of the declaration form should be forwarded to Head Office.
Administration Division for their record and the second copy should be retained by the branch which
should be kept in the personal file of concerned employee. Please note that only wife and two
children whose names and particulars will appear in the declaration form will be eligible for this
facility.

The scheme:
The organization will pay at actual all charges incurred in the hospitals for the under noted
purposes only which will include rent for cabin/ward, operation charges, all pathological and X-
ray charges. Doctor's fees and cost of medicines:

 Accident cases requiring hospitalization but only when going/coming from office and
on official duty.
 Heart diseases requiring hospitalization.
 Major surgery requiring hospitalization.
 Major diseases/ailment i.e. Requiring hospitalization for problem in Kidney, Heart,
 Gastroenteritis, Brain, Eye, Ear, Nose, Lever, Lungs, Spine as well as other vital organs.
 Hospitalization on account of maternity requiring surgical operation only.

For the cases of hospitalization and surgery has to be referred and recommended by a
recognized specialist not below the rank of Associate Professor and should be approved by the
Management before the admission/surgery.

4.17 Leave rules & regulations

The following leave Rules and Regulations shall be followed by NBL. These rules shall be
followed strictly without any exceptions and any deviation shall be reported to Board/
Committee properly for necessary information & consideration.

 Any Important Issues for leaving.

 Leave has to be earned by duty only.
 The period spent on tour will be counted as duty.

Leave application will be addressed to the competent authority and it must be submitted. No
employee shall be allowed any leave unless the leave application is forwarded timely to the
leave sanctioning authority.

4.18 Promotion Policy

Advancement intends to next higher post ought to be taken care of cautiously and reasonably as
a result of in one hand its significance in looking after officials/officials and staff ethics and
then again the future development of the Bank. Not with standing, advancement can't be
asserted as an issue of right. It is the obligation of Management to guarantee that one gets an
upward lift just based on the presentation at the interim of sensible timeframe. It must be an
acknowledged as a rule that advancement ought to be carefully based on merit. Be that as it
may, by and by, it has been discovered hard to quantify legitimacy and advancements, all
around, have been occurring based on rank.

Non-Graduate candidates will not be considered for promotion beyond Principal Officer

 For preparing the eligible list for promotion of promote Officers to the next higher
grades, the cumulative points with the ratings, academic degrees’ professional degree,
professional training etc. shall be the basis. Officers having higher academic degrees
would get priority over the other in the eligible list. Around three years of complete
service may be fixed to make a person eligible for promotion. Promotions also depend
largely on the availability of post.

There are also some other factor plays for promotion

 Greater importance should be attached to merit, though measurement of merit of an

individual is a difficult job with subjective judgment. By involving Seniority or length of
service should not guide promotion to higher post.

Also part one and Part two examination of the Institute of Bankers and trained by their Training
institute may be considered to have acquired relatively more technical competence. Therefore,
passing of this examination may be given some weight at the time of promotion.

Therefore, the superior is in a better position to evaluate their merits. EBL should therefore,
install a well- designed system of grading and train the ACR writing officers and executives.
The grading should contain items which are very much relevant for evaluating the performance
of an executive/officer. For Probationary Officer, after successful completion of Probation
period of one year he/she will be confirmed as Executive Officer.

4.19 Disciplinary Action

Anyone doing anything harmful to the interest of EBL will be penalized. Disciplinary action
will be taken also if found guilty of misconduct or disloyalty, whether executive, officer or staff
is subject to disciplinary action if there is sufficient evidence that he has misconducted his duty
to EBL by reason of inefficiency, mental, inability, physical infirmity or any other reason like
conviction by a court corruption. Like fraud, forgery, commercial bribery etc. and misuse of
official power will be another ground for penal measure.
In EBL “Misconduct” will cover the follows

 Disobedience to Lawful or order of the authority.

 Bank property or business property Theft, fraud or
dishonesty. Damage or loss of goods or property.
 Late coming and early going on habitual basis.
 Absence from duty without obtaining prior
 permission. Indecent or Unsystematic behavior
when on duty.
 Striking picketing and agitation surrounded by the Bank, Distribution of hand
bills, pamphlets or posters inside the Bank premises.
 Leaving the seat or place of work without permission on duty hours.
 Unapproved use of Bank’s property.
 Absenteeism work show-down or undue delay in the discharge of duty.
 Negligence of duty, Habitual Negligence of duty.
 Break of Bank’s regulation, standing orders, instruction, rules, procedure etc.

4.20 Disciplinary Authority

The Managing Director is the answerable for taking care of the Disciplinary cases identifying with
official and officials will be inspected and chose by the Policy and Regulations Committee/Board
and those identifying with staff. Overseeing Director will have the ability to suspend any one if
circumstance requests prompt activity. The move made by the Managing Director ought to be
accounted for to the Committee for its endorsement. The Committee/Board will be the incomparable
position to choose what activities call for punishment. Disciplinary activities will be started by the
Managing Director when occasions of unfortunate behavior or different offenses submitted by
official/official are taken to his notice.

4.21 Suspension
During the suspension period, the Bank may consider giving the suspended employee
subsistence allowance. If he is honorably acquitted, he should be given full pay.

Enquiry Procedure

The troubled employee should be given an opportunity to explain his conduct and his
explanation should be examined and evaluated objectively without any basis. If the authority is
not satisfied with his written explanation, he should be charge-sheeted with reasonable
opportunity to the concerned employee to defend his innocence. If charges are provided, the
competent authority will impose the punishment.

Review & Appeal

On whom penalty has been imposed shall have the right to submit an application to the
punishment awarding authority to review his punishment. He can also make an appeal to the
next higher authority for reconsideration of his punishment order. The review petition or appeal
must be filed within one month from the date on which the incumbent is informed of the
punishment order.
Chapter: Five
SWOT Analysis
 SWOT Analysis of the “Eastern Bank Limited”

Strength:

 Open HR Manual: the HR Manual is open for all the representative of EBL which gives
them by and large comprehension of the terms and states of the association. This HR Manual
is transferred in the inside site of EBL.

 Solid Holding and Belongingness: The workers of EBL have a solid feeling of
responsibility towards association and furthermore feel pleased and a feeling of
belongingness toward EBL.

 Obligation Specialist: As of late EBL has selected an obligation specialist to guarantee the
great qualification for all the representatives.

 Unified Banking: Incorporated financial methods the center elements of business facilitated
by the administrative center give an enormous impact for lessening the interior clashes
among the branches and Administrative center

Weakness:

 Set of working responsibilities: Expected set of responsibilities in EBL has not been at this
point sorted out

 HR Bookkeeping: HR Bookkeeping has not yet been built up by EBL which is a solid device
for coordinating the advantages of each new enlistment, computing turnover, and so forth.

 Pay and Advantages: Pay and Advantages is given by EBL through two diverse programming
named EZHR and Flex solid shape which are inflexible to utilize and have a few confinements.

Opportunities:

 MIS: HRD of EBL has set up new MIS and utilizing it in different labor announcing.

 HRIS: HR Data Framework will expand very soon by EBL.

 Compensation Review: EBL is going to lead a pay study in the year 2016.

 Learning and Advancement: EBL will use its fullest limit of learning and improvement
program by building up a library, organizing broad preparing module very soon.

Threats:

 Competitive Salary: The compensation bundle of EBL isn't as serious as the market
requests, Visit Worker Turnover: so the turnover pace of EBL is expanding step by step.
Chapter: Six

Supplementary Part
 6.1 Findings of the Report

 Eastern Bank Limited has their own training center which is situated at Gulshan where
they only provide theoretical materials, not with the practical one like showing videos,
also no pre and post evaluation or survey takes in the training session.
 In performance appraisal they don’t follow updated version properly
 When the customer wants to open an account specially for business purpose they don’t
take details about their financial condition that whether they have loss or any debt
 The bank has online service. But the service system is slow which interrupt during
transition hour
 The entire employer is very knowledgeable, but they are totally unaware of the
philosophy behind the work or task.
 The Bank should follow their specific objective properly.
 6.2 Recommendation

When I have started writing this report I found some important issue which is considered to more
construct. Not huge number of challenges has been found but some significant things of the
organization which is actually help an organization to become more productive. The
recommendation part has been focused on this issues where they need to be improve more

 The external recruitment and selection process of EBL should be improve by giving more
information about them in online. Their providing information is not enough for knowing
about their activities or their aim.
 A mid-level manager gets only 120 per hour. It needs to increase to 200 takas per hour.
 They should ensure about the satisfaction of employee’s demand by providing salary scale.
 They should give 80% money of actual work hour for overtime.
 Every year they can arrange a reward giving program for outstanding performance which
help to encourage the employee.
 They can provide life insurance or group insurance for get rid of the risk. They can also
provide health insurance.
 6.3 Conclusion

Eastern bank limited maintain conventional banking system for their making policy and for their
procedure. There are lots of commercial bank and public Bank we have in this country in this
competitive environment eastern bank is competing successfully with all of them. Eastern bank
limited is not only doing competition successfully but also its contributing in our economy sector
their SME loan Industrial loan and also several loan helping the general people to create more
opportunity to them from the last twenty-seven years they are paying to the society. They have made
many funds in export and import business. It obvious clear that Eastern bank limited created 85
branch overall Bangladesh. Increased so many sources which created a portfolio in the development
less the amount of loans and losses, more income are the factor which played vital role behind every
banking success.
 Reference

 HR Manual of Eastern Bank Limited.

 https://www.ebl.com.bd/profile
 Banking in Bangladesh, (2010) [online] Available from
https://en.wikipedia.org/wiki/Banking_in_Bangladesh
 Fahmida, k (2015), Banking Sector for sustainable growth, 5th Feb, supplementary part -5
citing electronics of information [WWW] Daily star
,http://www.thedailystar.net/supplements/25th-anniversary-special-part-5/banking-
sector-sustainable-growth-212689
 Mahmood, R., & Khan, S. M. (2014). Impact of service marketing mixes on customer
perception: a study on Eastern Bank Limited, Bangladesh. European Journal of Business
and Management, 6(34), 164-167.

 Direct Information Collected Through Interview Session :

 Lilun Nahar kanta, SPO

 Shahidul Islam, Customer Service Manger

 Kazi Sunny Ahomed, Trainee Assistant Officer

 Bappa Dey, Assistant Officer

 Appendix

Questionnaire

 What type of criteria national bank follows for hiring new employee or fresher?
 Executive, officer, staff in terms of recruiting what is the steps bank follow for them?
 What is the duration for probationary officer? Tell us about the details of probation
period.
 If employee is unwilling to work with organization or if authority found that person is
not appropriate for the post, how bank handle with this kind of issue?
 How they follow the rules for employee, employer, staffs of national bank, does anyone
break the rules what type of punishment procedure they follow?
 In occasion or as part of the good performance, appraising do they provide any special
gift or benefits to the employee and employer?
 For employee, employer improvement, how the Bank provide training to them?
 What is the facility for retired employer? How bank providing the facilities to them?
 Increment” with this service, how national bank deal with it?
 Is there any special bonus for employee? How they follow the bonus policy?
 In Gratuity, provident fund, how they reserve it for employer?
 When any staffs, employer or employee faces any accident how bank provide them
medical benefit? If an employer or employee needs to take in abroad for treat how this
Bank deal with it?
 Can everyone enjoy the transport facility of national bank ltd? If there is any specific
requirement for giving transport facility to the employee or employer?
 An employee or employer in a year how many times they can take leave? Is this paid or
non-paid?
 What is the rules regulation for taking dispensation?
 How many days they consider for maternal leave?
 What are the criteria, eligibility for promotion? If organization wants to transfer any
employee how they deal with this issue?
 Tell us about the disciplinary action?
 How many days an employer can be suspended?
 “Performance appraisal” how they deal with it?