INTERNSHIP TITLE:

Human resource perspective at branch level of Rupali Bank Limited

Submitted To:

Dr. Mohammad Badruddozza

Associate Professor

School of Business and Economics

United International University

Submitted By:

Nabila Haque Sara

ID: 111 153 077

Department: BBA

Major in Human Resource Management (HRM)

Date of Submission: 13th September, 2019

 Internship Report On:
Human resource perspective at branch level of Rupali Bank Limited.
 Letter of Transmittal

13th September, 2019

Dr. Mohammad Badruddozza

Associate Professor

School of Business and Economics

United International University

Subject: Submission of Internship Report on Human resource perspective at branch level

of Rupali Bank Limited.

Dear Sir,

It is pleasure to let you know, I have just completed my internship program in the Rupali Bank
Limited. I have prepared a report based on my practical involvement. This report emphases on
human resource perspective at branch level of the Rupali Bank limited.

I am very happy to submit the report. This report helped me to gather real life experience about
entire job happenings performed in a bank. I also came to know that how to provide customers
service. I have strained my level best to gather all types of related information, which could give
me overall concept of this report.

I’m submitting this report for your kind attention and thanking you for your continuous support
and supervision. I’m hopeful that you will be happy to have my report and oblige me.

Sincerely Yours,

------------------------

Nabila Haque Sara

ID: 111 153 077
Major in HRM
School of Business and Economics
 Acknowledgement

First of all, I would like to thank to the almighty who qualify me to complete this report in the
planned time competently. Through this internship I get to experience the practical work life in
this three month which helped me to prepare this report successfully. So, I have completed this
report at branch level of Rupali Bank Limited with the help of many individuals for that I am
very grateful to them.

I want to express my gratitude to my honorable faculty Dr. Mohammad Badruddozza, Assistant

professor, Department of Business & Economics, United International University. I able to
complete this report for his tremendous support, guidance, suggestions and monitoring.

I am really thankful to the manager of Rupali Bank Limited who shows incredible support during
the internship period. Stuff and customers of RBL also helped me to gather many information
which is related human resource perspective at branch level of RBL. Also, I like to thanks to
Sanchita Paul (Senior Principle of Officer), Nigar Mushfiqa Tirat (Principle of Officer) and
Tamanna Islam (Principle of Officer) from the core of my heart for familiarizing me with their
banking system, organizational culture and customer service.
 Executive Summery
Rupali Bank Limited. is powerfully positioned in the marketplace and with its fundamental
strengths it can reach stockholders prospects and promotion their prosperity in the future through
their principled banking and customer facilities. It will improve their public services and build-
up employed teams to deliver the unsurpassed services to its respected clients. This report has
been completed based on the topic of human resource perspective at branch level of Rupali Bank
Limited. which includes how they provide customer satisfaction, facilities of their employees and
stuffs, HR practices at their bank.

In this report the first chapter or the beginning parts of the report include introduction,
objectives, background, scopes, methodology, limitation of the study which are discussed. The
next part or the second chapter is on the basis of the brief discussion of Rupali bank Limited.
which includes their history, mission, vision, core values, stratagem, banking activities,
organogram of RBL and product and services of RBL. Third chapter is all about literature review
where I focus on the theoretical study of complete human resource management. Fourth chapter
is on the basis of human resource perspective at branch level of RBL. Where I focus on my
practical knowledge during the internship period includes the information that I have
congregated which is provided by the stuffs, employees and their customers. At the end of this
chapter I have shared my learnings that what I have learned during the internship period. Lastly,
the fourth chapter is all about recommendation and conclusion on the basis of my applied
experience at the branch level of RBL. Where I recommend some appropriate steps that I felt
they should follow at their bank. If they follow those steps, they can overcome its limitations as
well and concise the study by giving conclusion.
 TABLE OF CONTENT

Chapter Name Page No.

1 Introduction 1
1.1 Origin of the Report 1
1.2 Objective of the study 2
1.3 Scope of the study 2
1.4 Methodology of the study 2
1.5 Limitations of the study 3-4
2 Company Overview 5
2.1 Introduction 5
2.2 Mission, vision, core values and slogan of RBL 6
2.3 Objective of RBL 7
2.4 Stratagem of RBL 7-8
2.5 Banking Activities of RBL 8-9
2.6 Rupali Bank Limited at a glance 10
2.7 Organogram of Rupali Bank Ltd. 11
2.8 Products & Services of RBL 12-13
3 Literature Review 14
3.1 Importance of Human Resource Management 14-16
3.2 Motivational Aspect 16-19
3.3 Job Satisfaction of the Employees 20-22
3.4 On the job training 22-24
4 Human Resource Perspective of RBL 25
4.1 Recruitment and selection perspective of RBL 25-26
4.2 Compensation Administration of RBL 27-28
4.3 Performance Appraisal of RBL 28-30
4.4 Leave policy of RBL 30-31
4.5 Promotion policy at RBL 31-32
4.6 Benefit and bureaucratic practices 32-33
4.7 Learning from the internship 33
5 Recommendation and conclusion 34-35
6 References 36
 Abbreviation

RBL = Rupali Bank Limited

HRM = Human Resource Management

CEO = Chief Executive Officer

DPS = Deposit Pension Scheme

ATM = Automated Teller Machine

FDR = Fixed Deposit Receipt

RMS = Remittance Management System

 Chapter-1
Introduction
Banking is the business which provides financial services to the customers. Banks don’t
manufacture products or natural resources from the earth but they sell financial services like
provide different types of loans, checking accounts, credit card services and individual retirement
accounts. Some people go to banks to keep their money in a safe place where some people
seeking to borrow money.

Rupali Bank Limited was established in a newly country of Bangladesh as a nationalized

commercial bank. RBL emerged through merger of three comparatively smaller private banks of
the east Pakistan. The three banks namely, Muslim commercial bank limited. Australasia Bank
limited and standard bank limited. with all their assets, liabilities, benefits, rights, powers,
authorities and obligations. Rupali Bank Limited came out as the largest public limited banking
company of Bangladesh.

This internship programs requirement is to take the taste of life challenges conducted by the
intern. The duration of the internship is three month which starts from 9th June, 2019 to 9th
August, 2019. In this period of time, I get to know the work, employees very closely and this
report is the outcome of the practical experiences during the time of internship of the Rupali
Bank Limited.

1.1 Origin of the report

As a part of BBA program, all the students from this department have to complete the internship
report under their supervisor. The period of the internship is three months of authoritative
connection. After completing the full report students have to submit it to their supervisor as well.

As per the requirements I also prepared my internship report which titled “Human resource
perspective at branch level at Rupali Bank Limited”. The period of time is three month of my
internship which starts from 9th June,2019 under the supervision of Mohammad Badruddozza
Mia, associate professor of school of business and economics, United International University.

1
1.2 Objective of the study:

The main objective of the study is to gain the practical knowledge from the working environment
and relate the knowledge of human resource practices at banking level. This objective of the
study conducted in the bank is given below:

• To understand and analyze how to accomplish overall HR perspective at branch level

• To scrutinize how the company effectively maintain their employees
• To understand how they follow rules and regulation
• To understand the work environment of Rupali Bank Limited. and relate with the
theoretical knowledge.
• To identify the satisfaction level of the customers
• To identify the dissatisfaction level of the customers

1.3 Scope of the study

The scope of the study contains all of the things which truly contained in the report. Which
determine the research goals and helps the viewers to know about the information they are
looking at. Here Rupali Bank Limited helped me to prepare the leading report but for some valid
reason and their security purpose they did not reveal all the information. In some cases, I faced
some problem as well due to their unrevealed or confidential data. This report covers the human
resource practices at the branch level of Rupali Bank limited. and offers a good chance to have a
top to bottom understanding. This study has made on the basis of the practical knowledge during
the three months of internship program.

1.4 Methodology of the study

Methodology of the study comprises all of the important works those helps to complete the
report graciously. To reach the objectives of the report formal and oral discussion, bank website

2
and direct observation was useful to complete the report. This report has been made by both
primary and secondary sources for data collection.

Sources of data

Primary Sources Secondary Sources

(i) Primary sources:

• Discussed with the manager of the Rupali Bank Limited.
• Face to face or direct conversation with their workforces
• Direct remark on their HR practices
• Through conversation with their customers
• Involvements of practical works

(ii) Secondary sources:

• Annual report of the Rupali Bank Limited.
• Official website of the RBL
• Textbooks, Newspapers, articles.
• Documentary files of the RBL

1.5 Limitations of the study

In Rupali Bank Limited their employees, manager and stuffs were very helpful, gentle and co-
operative. For the security purpose they want to maintain the rules and regulation and did not
want to disclose their information or data. If they provide all their internal information, it can
hamper their secrecy policy. That is why while making my report I had to face some limitations
and those are:

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(i) Inefficiency of information:
The main limitation is their inefficiency of information. A study needs proper and full
detailed information which is needed.
(ii) Shorter time period:
The time period of internship program was three month which not a sufficient time to
collect all the information.
(iii) Legal commitments:
While collecting all the information, there were some legal obligations at the Rupali
Bank Limited. so, I cannot get the proper information which is needed.
(iv) Reluctance to share:
The management of Rupali Bank Limited. They showed reluctance to share some
internal information due to some restriction and insufficient issues.
(v) Fewer chance:
There is less chance to get all the information also did not get the opportunity to visit
more than one branch of their bank.
(vi) Busy working environment:
In Rupali Bank Limited employees are very hard working and more work-oriented. I
get very less scope to talk to them as they were remains very busy which was not
fruitful to me.
(vii) Website and annual report:
In Rupali Bank Limited’s website and annual report all the information or data are not
updated. That is why I did not get any updated information from their website.

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 Chapter -2

Company Overview

2.1 Introduction

Subsequently liberty, Bangladesh went over several phases of development in keeping money
sector. The nationalization of banks in the situation freedom period unhurried for replacement
the establishments and the eagerness of the investors.

History of Rupali Bank Limited: Rupali Bank Limited was established in a newly country of
Bangladesh as a national commercial bank in the year 1972. RBL appeared through merger of
three moderately smaller private banks of the east Pakistan. The three banks specifically, Muslim
Commercial Bank Limited., Australia Bank Limited and standard Bank Limited. with all their
resources, accountabilities, reimbursements, privileges, authorities, establishments and
obligations, amalgamated into one by the Bangladesh bank order 1972. Rupali Bank Limited
came out as the largest public limited banking company of Bangladesh on 14 December, 1986.

There are total 570 branches of Rupali Bank Limited positioned in 64 districts in Bangladesh. It
is accompanying to its extraneous correspondents all over the worlds. The total number of
employees is 5490. The bank is regulated by the managing director and CEO who is a presumed
professional Banker. They deliver all general banking services to its customers through its 492
branches all concluded the country. RBL, as a modern banker has stated mechanization of its
systems. In the meantime, it has digitalized all foremost branches and rest are in advancement.
The bank has an approved investment of TK. 7000 million with a paid-up investment of TK.
1250 million. Government of Bangladesh possesses 93.11 percentage of its share while the
private share establishes only 06.89 percentage.

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Head office of Rupali Bank Limited which is located at Motijheel, Dhaka.

2.2 Mission, vision and core values of RBL

Mission:

• Develop a long-term relationship that assistances our customers to achieve financial

success.
• Offer worthwhile career opportunities and cultivate staff commitments.

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 • Uphold ethical values and meet its customer’s economic needs in the fastest and most
suitable way and continue advanced works in order to achieve human resource with
greater qualities, technological substructure and service packages.

Vision:

• Expand our trustworthy customer base by being known as the financial companion of
choice that uninterruptedly exceeds customer expectations.

Slogan:

• “Assures better service”

2.3 Objectives of RBL

Objective of Rupali bank Limited is to successful their commitment by providing better service
and product. They ensure the customers satisfaction first as they know customers need are their
main priority. By satisfying customers satisfaction only they can reach their goals. In their slogan
it is clear that they assure better service. There are some core objectives of Rupali Bank Limited
and those objectives are:

• To build an influential customer linking.

• To maintain a dense relationship with their customer based on belief, accountability and
sincerity.
• To generate an impartial and controlling internal environment
• To improve the banks advantages by potential debtors.
• To encouragement the clients to open a record in the bank through their cognizance and
acquaintance
• To generate compact financial base and attractive profit to the stakeholders of RBL

2.4 Stratagem of RBL

In Bangladesh banking sector becomes a very important and potential part of people life. It plays
a great role in our economic sectors. A countries growth and success both depends on our

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banking sector. Sometimes it is become risky as well. If the strategies are not well enough then it
can become a threat as well. Rupali Bank Limited is the most popular and potential public bank
in Bangladesh. They gain public trust by providing their products and services. Their main
strategy is to assure the better service to their customers, shareholders and employees. They
provide uncompromising service to fulfil their client requirements and needs. Their strategies to
keeping up themselves with the company goals, facilities and potentials.

2.5 Banking activities of RBL

General Banking

Rupali Bank delivers all general banking services to its consumers over its 492 branches in all
concluded the country. There are payment arrangements of different groupings like savings,
current, short notice, time, festival, call credits and DPS. Other banking facilities like issuance of
demand flow, pay order, telegraphic communication, mail transfer and instruction transfer are
also offered by Rupali Bank Limited. To deliver debauched and excellence services RBL has
familiarized ‘One Stop Service’ in several Dhaka branches. Those branches are local office,
Ibrahim mansion corporate branch, Mohammadpur ladies branch, Rupali sedan branch and
farmgate branch. To become the modern banker, Rupali Bank Limited has happening
computerization systems. They digitalized all the major branches in a very mean time and rest of
the branches are in progress.

Credit facility

In Rupali Bank Limited., they extend their credit services to all the entrepreneurs of all the
economic sectors of Bangladesh. Those include commerce and industry, trade, export and import
of international trade. Rupali Bank Limited. provide more emphasis on livestock and agriculture,
poultry and dairy, hatchery and fishery etc. because they know that economy of Bangladesh is
more dependable on agriculture. As government declared the thrust sectors so it deserved
attention from the bank. According to the rules and guide lines all these credit programs are set
by Bangladesh Bank, the central bank of Bangladesh. Rupali Bank Limited has become one of

8
the active members of the journey where industrialization of Bangladesh is marching towards a
strong footing. They have taken effective programs by financing the deserving entrepreneurs of
private sector. They get appreciation by all the angles for its foreign investment friendly steps.
RBL’s one of the priority sector is their IT sector. The banks credit schemes prioritize thrust
sectors like leather, textile, foot wear, knit garments and SME enterprises, jute, leather goods,
frozen and semi cooked shrimps. To contrivance large scale projects, Rupali Bank Limited
partakes in joint venture and conglomerate financing programs.

Foreign currency account

Now Foreigners and emigrant Bangladeshis are getting the chance to open an account in Rupali
Bank Limited. to withdraw and deposit foreign currency. A Bangladeshi resident who travel
overseas for a short or long time, when they came back in Bangladesh with foreign exchange
may have a FC private account. Also provided that he or she acknowledged the amount to the
custom authority at his entry anchorage.

Services to the society

Rupali Bank Limited. gives loans to the brilliant student and poor students who cannot effort
their studies due to money issues, where the bank helps them to complete their education
properly. By getting the loans they can complete their studies and afterwards being provided to a
job they can pay back the loan as well. Rupali Bank limited is targeted their monthly grossing
scheme to the elderly inhabitants of the society who will be retire in the future and who don’t
have any foundation of income in the future as well. Rupali Bank limited is helping peoples to
give electricity bills, gas bills, water bills and telephone bills without taking any sort of charges.
So, they proved that Rupali Bank Limited do not forget about their responsibilities to the society.

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 2.6 Rupali Bank Limited at a glance

Corporate profile
Name of the company Rupali Bank Limited

Chairman Mr. Monzur Hossain

Managing director Md. Ataur Rahman Prodhan

Legal status Public limited company

Date of incorporation 14th December, 1986

Head office 34, Dilkusha commercial area,

Dhaka-1000, Bangladesh.
Authorized capital Tk.7000 million (US$ 88.66
million)
Paid-up capital Tk.3765.16 million (US$
44.64 million)
Number of employees 5490

Number of branches 569

Government shareholding 90.19%

Private shareholding 09.81%

Website www.rupalibank.org

10
 2.7 Organogram of RBL

Chairman

Managing
Director

Additional Managing Director

Assistant Managing Director

General Manager

Deputy General Manager

Assistant General Manager

Senior Principle Principle Officer

Officer Officer
11
2.8 Products and services of Rupali Bank Limited

Rupali Bank Limited involve itself in providing improved product and services to its potential
customers by helping concluded 527 branches in municipal, rural and isolated areas all over the
country. It has a good number of communicator banks world-wide and it knobs a big capacity of
export and import business. It is also involved in accumulating home-based remittances of the
people and paying the same to the recipient punctually. Those products and services are:

• Export credit (Pre-shipment and post shipment)

• Suppliers credit
• Letter of credit
• Guarantees in foreign currency
• Performance guarantee
• Advance payment guarantee
• Remittance, collection, purchase and sales of foreign currency.
• Correspondent Banking Relations
• Electronic Banking (ATM card)

12
Rupali Bank Limited provides some special services to their potential customers and their
normal banking operation as well. They help to collect the utility bills from the customers. They
provide utility service without any sort of fee.

• Telephone bill of Bangladesh telephone and telegraph board (BTTB)

• Water and sewerage bill of water and sewerage authority (WASA)
• Electricity bill of power development board (PDB)
• Rural electrification board (REB) etc.

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 Chapter 3

Literature Review

3.1 Importance of human resource management

Human resource management is the process of acquiring, training, appraising and compensating
employees and of attending to their labor relations, health and safety, and fairness concerns. An
organization consists of people with formally assigned roles who work together to achieve the
organizations goals. A manager is the person who is responsible for accomplishing the
organizations goals, and who does so by managing the efforts of the organizations people.

“Our progress as a nation can be no swifter than our progress in education. The human mind is
our fundamental resource.” -John F. Kennedy (35th president of the United States).

“HRM is the provision of leadership and direction of people in their working or employment
relationship.”- Dale Yoder

“HRM is the effective use of human resources and organization through the management of
people related activities.”- Mathis and Jackson

Most experts agree that managing involves five functions and those are planning, organizing,
staffing, leading and controlling. These all function represents the management process. Some of
the specific activities involved in each function which includes:

• Planning:

Establishing goals and standards, developing rules and procedures, developing plans and
forecasting.

• Organizing:

Giving each subordinate a specific a task, establishing departments, delegating authority to

subordinates, establishing channels of authority and communication, coordinating subordinates
work.

14
 • Staffing:

Determining what type of people should hire, recruiting prospective employees, selecting
employees, training and developing employees, setting performance standards, evaluating
performance, counseling employees, compensating employees.

• Leading:

Getting others to get the job done, maintaining morale, motivating subordinates.

• Controlling:

Setting standards such as sales quotas, quality standards or production levels, checking to see
how actual performance compares with these standards and taking corrective action where it is
needed.

Human resource management plays importance roles to the organizations. It can enhance an
employee’s experience throughout the workforce while strengthening business operations.

1. Helps to achieve the objectives:

The main objective of human resource management is to achieve the company’s
objective on a regular basis by showing positive efforts towards the employees of the
organizations.

2. Maintain the work environment:

HRM helps to maintain the working environment which is needed. As there are many
cultures in the work place where HR try to maintain all the culture of the employees
which play the central part of the operation.

3. Increase the essence of teamwork:

By working in a team, employees can get to know or learn many things. HRM helps to
train them to work in a team. In a team, they learn to adjust and work successfully.

15
4. Reduce management cost:
Human resource management helps to minimize the cost of management by analyzing the
employee’s trends and market survey. they provide perfect solution to reduce the cost of
management.
5. HRM use resources accurately:
Human resource management make sure that they are using the available resources
properly. If the resources use properly then the company can accomplish their objective
and goals as well.

3.2 Motivational aspect

Motivation is the heart of the human resource management. It is the inner drive that
directs an employee towards the work to accomplish within a period of time. HRM helps
to generate motivation to the employees to achieve the goals and objective of the
organization. Motivation tools helps to make the employee more creative and attentive
towards their works. Motivation is very important to retain the potential employees in the
organization. Motivated employees increase the output of the work as they are very
productive.
“Motivation is dependent upon the individual and the situation” -(Strombeck &
Wakefield, 2008)
“Motivation is an abstract concept”- (Sass,1989)
“Motivation is a desire to do something”- (Kim & Lee, 2008)

❖ Process of Motivation
In the process of motivation an employee can feel the need of challenging works, higher
compensation, flexible environment, flexible working hour, respect as well. When they
want to satisfy those needs through a specific progression of achievement. Through the
progression of achievement, the employees can see their results or output in rewards. The
reward will act as the feedback of his or her works. Through the reward they van evaluate
themselves and if they are satisfied then they can repeat the behavior as well. The
essential phases of motivation process are:

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• Identification of need:
Need identification is the first stage of motivation process. Where an employee felt
the unsatisfied need which creates tension and drives as well. When they want to
accomplish the goals and objectives which reduce the tension and drive of needs.

• Finding ways for need satisfaction:

When an employee felt the need, it started to searching the substitutes ways to satisfy
all the needs. It is the second phase to find out the ways of satisfaction. Needs lead to
thought procedure when an employee will take some course of accomplishment to
satisfy the needs.

• Selection of goals:
When an employee can find out the ways to satisfy those needs, it is the third phase
for the selection of the appropriate goals to be achieved.

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 • Performance by the employees:
After setting the goals, an employee has to follow some particular course of action in
the method of performance. By the performance they can evaluate their results as
well.

• Significances of performance:
An employee’s course of action results in a positive way then he or she will repeat
that behavior again and again in the future but if the results not satisfied the outcomes
than he will not repeat that course of action in the future.

❖ Theories of Motivation

There are many theories of motivation where the most significant theories of motivation are:

1. Maslow’s need hierarchy theory:

Abraham Maslow organized five major types of human needs into a hierarchy. The need
hierarchy illustrates conception of people who satisfied there needs in a specific way
from bottom to top and those are:

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 i. Physiological (food, water and accommodation)
ii. Safety (protection against peril and deficiency)
iii. Social (Acquaintance, friendliness, belonging and love)
iv. Self-esteem (unconventionality, accomplishment, position, acknowledgement,
independence)
v. Self-actualization (Comprehending one’s potential, capabilities)

According to Maslow, people satisfies the lower level needs after they satisfy the upper level
needs. The basic need lies in the lower level that must be satisfied before than comes other level
of needs. He categories all the needs on the basis of the importance level to peoples.

2. Herzberg two factor theory:

Herzberg theory divides Maslow’s hierarchy into two level which is lower and higher
level of needs. To motivate an employee for better works and to accomplish the
organizations goal, he suggests to offer the persons higher order needs such as self-
esteem and self-actualization as a motivation. If the organization offers lower level needs
then it would be a worst way to motivate the employees. Lower order needs are basic
needs (food, shelter, accommodation, hygiene factors etc.) and these can be easily
fulfilled as well.

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3.3 Job Satisfaction of the employees:
Job satisfaction is the attitude towards the works of the employees. This helps to know
whether the employees are satisfied with their working condition or not satisfied. High
job satisfaction indicates that the employee is fully satisfied to their works which means
they like their job responsibilities and working environment. Where low job satisfaction
indicates that the employee is not satisfied with their works which means they do not like
their job responsibility and working condition as well.

“Job satisfaction can be defined also as the extent to which a worker is content with the
rewards he or she gets out of his or her job, particularly in terms of intrinsic motivation” -
(Statt, 2004)
“Job satisfaction represents a feeling that appears as a result of the perception that the job
enables the material and psychological needs” – (Aziri, 2008)

❖ Importance of job satisfaction:

For any organization, job satisfaction of the employees is very important. If the
employees are satisfied to their working condition then it became very easy to
accomplish the goals and objectives of the organization. Keeping the workers pleased can
be done in several ways and those are:

Reduce turnover rate:

Increasing turnover rate of the employees can increase the costs of the human resource
department as well. It is very important to retain the potential workers of the
organization. Potential workers help to make a better environment also increase the
savings of the organization.

Advanced Productivity:
High job satisfaction employees are more creative and active towards their work. They
are more productive where low job satisfaction employee shows low productivity.

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Higher profits:

Employees those have high job satisfaction, they tend to achieve more profits as they like
to involve in works more than low job satisfaction employees. They produce more sales,
minimize the costs, give proper service as well.

Trustworthiness of the employee:

The high job satisfaction employees notice that if the company is showing greater interest
towards them when they care and work hard for the company to accomplish their goals and
objectives. They become loyal to their company and keep the authentic information in secret as
well.

❖ Factors that affect job satisfaction in HRM

Every company wants that their employee should be more active, productive and flexible
towards their works. For this, they have to use some motivational techniques as well. First of all,
they need to measure the level of job satisfaction of the employees so that they can easily apply
the level of motivational tool properly on their potential workers. Job satisfaction depends on
some factors and those are:

• Working atmosphere:

In any organization, working atmosphere should be friendly enough to work. Employees become
more satisfied and productive toward their works if the working are is well decorated by lighting
and sufficient ventilation. They must provide rest room, cooling water system in summer period.
If it is possible by the company then there must be a children daycare facility for the female
workers as well.

• Communication:

There must be two-way communications system between the employees with their manager or
subordinates. It helps a lot to solve their working problems which increase due to work. To

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provide the higher job satisfaction, they must provide the opportunity to the employees to share
their thoughts, opinion and their views.

• Compensation:

Compensation is an important factor to increase the job satisfaction of the employees. A well
compensation can make the employees more productive and creative towards their work.

• Human Relation:

In any organization, a good human relation can lead the employee to become more energetic and
loyal to their company. As they expect well behavior from their colleagues, stuffs, subordinates
and as well as from the boss.

3.4 On-the job training:

On-the job training is also known as OJT. It is the hands-on methods where employees learn
skills, acquaintance and proficiencies within the workplace. On-the job training teaches an
employee how to do his or her job efficiently by using prevailing machines, documents and
equipment. Human resource stuffs, manager, co-workers can teach on-the job training to the
employees.

❖ Methods of on-the job training:

There are several methods of on-the job training and some of them are:

i) Job rotation:
In an organization, works are assigned on the employees on a regular basis.
Sometimes employees become bored by doing the same regular work. When job
rotation can make an employee more energetic, productive and creative towards their
work.

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 Job rotation is the measure of the trainee from one job to another. This method
provides a great opportunity to the learner to learn the new experiences and make
them advanced in workplace.

ii) Coaching:
Coaching is a one-to-one training system. Employees can learn rapidly through this
training and focus more on problematic parts. The coach provide feedback on his or
her performance and give proper recommendations as well. Employees can learn
easily but they cannot share any ideas that is the worst part of this training.
“Experience is basically the name we give our errors.”- Oscar Wilde.

iii) Mentoring:
Mentoring is also a one-to-one communication training session similar to coaching. It
is more focused on the progress of the attitude of workers. Manager or senior are the
mentor who will provide proper guidelines to the trainee to carry-out day to day
working to accomplish the organizations goals and objective.

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iv) Apprenticeship:
Apprenticeship training provide to the people in crafts and technical grounds. It is a
long-term training session like it can be extend from three to four years as well. It is
directed under close administration of the workforce.

❖ Advantages of on-the job training:

• On-the training is the slightest expensive training.

• It is repeatedly informal
• Employees can get the experiences by learning so it is the most efficient
training system.
• Trainees are highly interested by this sort of training.
• it is the humblest method of learning.

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 Chapter 4

Human resource perspective of RBL

4.1 Recruitment and selection process of RBL

In any organization, human resource plays a vital role to accomplish the goals and objective.
They view people as an asset not costs of the company. They show that brilliant employees can
be used to add value in the organization as well. In Rupali Bank Limited they also have human
resource department where they recruit potential and suitable employees. The steps of RBL’s
recruitment and selection process are:

Recruitment Planning

Source Candidates

Screen Applicants

Shortlist Candidates

Conduct Written Test

Interview Candidates

Encompass a job proposal

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The first step of RBL’s recruitment and selection process is recruitment planning. It
includes identifying vacancy, job specification, its nature, experience, qualification and
skills required for the jobs. A structured recruitment policy is required to find out the
potential candidates. Firstly, they identify the vacancy by collecting the requirements of
new candidates from different departments to the human resource department. They
include everything they wants in the job description from the potential candidates like job
title, detail description of the job, job pattern, required qualifications, compensation range
etc. They spread out their job circular through social media, on their website, online job
boards, referrals etc. screening applicants is the most import part of their recruitment and
selection process. They select those candidates by analyzing their curriculum Vieta who
matches with their requirements. After screening all the candidates, they make a shortlist
of those potential candidates and call them for a written test. After completing the written
test selected candidates gets the chance for the interview session. The final stage of this
process is actually selecting the candidates. Then they extend the job offer for hiring that
desire candidates.

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4.2 Compensation administration of RBL:
Compensation administration is a part of organization or human resource management
concentrating on planning, organizing and controlling the direct and indirect payments
employees obtain for the effort they accomplish. Compensation contains direct systems
such as base, merit and incentive pay and indirect systems such as vacation pay, overdue
payments and health insurance etc.
In Rupali Bank Limited, the overall objective of the banks compensation administration
policy is to establish a framework for fascinate, retain and encourage the employees and
creating incentives for delivering long-term performance within established limits of risk.
They set compensation package on the basis of their responsibilities, experiences,
knowledge and job performance. It is judged on both the achievement and values of the
bank.
The human resource division of RBL oversees the compensation administration with its
human resource policy under direct guidance of board of directors of the bank. The bank
does not have any external consultant in preparing and implementation of remuneration
process. RBL follows national pay scale-2015 introduced by the government of the
people’s republic of Bangladesh. The pay scale describes short time and long-term
benefits. Short time benefits include salary, festival bonus and incentive bonus. Long-
term benefits include gratuity and pension, provident fund and leave encashment. They
follow a non-discriminatory policy in respect of compensation and benefits.

• Basic salary:
Basic salary is the actual salary that Rupali Bank Limited provide to its stuffs, employees
and manager. They have twenty job grades of salary range where basic wages are in
supple amount. It is resolute by the board on the approval of the managing administrator.

• Incentive allowance:
They provide incentive allowances to their employees after accomplishing a target or
goal. The board personnel and compensation committee approve incentive allowance.

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 • Festival bonus:
Rupali Bank Limited provide festive bonus to their stuffs, employees and managers twice
in a year. All religion employees get both Eid-ul fitr and Eid-ul adha bonus on every year.
Basic salary of one month is provided as a festival bonus twice in a year.

• Daily allowance:
RBL provide two hundred takas for lunch and recharging money for mobile on a regular
basis as a daily allowance.

• Travel allowance:

In RBL, a certain amount of money as a travel allowance is paid to their employees

for the travelling purpose and other expenses during a business tour. If bank send any
employee for training purpose, when they provide travel allowance as well.

4.3 Performance appraisal of RBL

According to Newstrom- “Performance appraisal is the procedure of appraising the

performance of workforces, distribution that information with them and probing for ways
to progress their performance”.
RBL’s main purpose of performance appraisal is to recognize the employee value and
involvement to the establishment. They do performance appraisal on the basis of the
employee appearance, effectiveness, attitude, superiority of work and the quantity of
work. The objective aspects like appearance, quantity of work and productivity can be
straightforwardly restrained by the records preserved by the human resource section.

As Dale Yoder thought, “performance appraisal contains all the prescribe measures
which are required to evaluate a personality, contribution and group of members in an
organization.”

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Though they feel it becomes a bit gooey, when they measure subjective aspects like
attitude, approachability, comportment. But it is very important to measure both
subjective
and objective aspects. They deliberate to evaluate an individual performance both aspects
need to be measure as well.

❖ RBL’s purpose of performance appraisal:

• To recognize the employee’s strengths and weaknesses.
• To preserve records for determining the compensation correspondences.
• To provide feedback to employees on the basis of their performance.
• To determine the needs of training of the employees.
• To identify potential employees for future promotion
• It is a base for persuading working habits of the employees.

❖ Methods of RBL’s performance appraisal:

RBL follows both the traditional methods of appraisal and modern methods of appraisal.
There are so many methods of performance appraisal but they follow some of them and
those are:

• Ranking method:
In RBL, employees are compared with all other employees on the basis of their
performance of work, attitude, experience and ordered them from highest to lowest or
best to worst.

• Critical incident method:

In RBL, the supervisor record statements that designate tremendously good or bad
behavior on the basis of job performance. Throughout the assessment phase of each and
every employee of RBL, they record all the statements with the clarification of what
occurred.

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 • 360-degree appraisal:
Human resource department of RBL design questionnaires for a specific employee.
where administrator, subordinates, peers and clients with whom he or she cooperate will
deliver their honest feedback regarding his performance, attitude, behavior.

4.4 Leave policy of RBL:

Rupali Bank Limited. permits following categories of leaves to their employees:

• Casual leave:
If an employee of RBL unable to come to the bank due to unexpected sickness or
personal emergency when casual leave can be granted. It is a short period of time leave
and it is not granted more than three days of leave at a time.

• Sick leave:
An employee of RBL can take sick leave with salaries in a year. To avail the sick leave,
employees have to succumb their medical certificate or doctor’s prescription from an
enumerated medical consultant within 72 hours. They can take sick leaves for 15 days.

• Maternity leave:
Female employees of RBL are entitled to take maternity leave for a period of 3 months or
90 calendar days of leave at a time with full pay. They also grant leaves for female
employees in the circumstances of their abortion and miscarriage and the period of time
is not more than six weeks.

• Festival leave:
In RBL, all the employees are allowed to take festival leave with full salary which is
conferring to the governments rule and regulation. If any of their employee or stuff works

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on the festival day in that situation, they allow that employee or stuff to take two days
leave with full wages.

4.5 Promotion policy at RBL

Promotion is the technique of acknowledgement of an employee involvement for the
company and his or her capability to assume supplementary responsibilities. It is the most
effective way to motivate an employee towards their works. At RBL, promotion helps the
bank to recruit advanced level positions concluded internal resources. From this
promotion, employee of RBL gets appropriate feedback that his or her involvement to the
bank is not going disregarded. Promotion assistances the employees to have improved
designation and pleases their development requirements. RBL guarantees relocation of
right persons in the right places categorizing idyllic performers and satisfying them with
anticipated promotion and placement.

• Employee evaluation:
In RBL, they follow performance appraisal methods to evaluate an employee from future
promotions. They evaluate employees on the basis of their experiences, attitude, ability to
do the work, communication level, educational qualifications, efficiency and skills of
leadership. If the job evaluation of employees is satisfying when they get promotions but
if is not satisfying when they demote or terminate those employees as well.

• Promotion:
RBL establish promotion assessment procedure once in every year. During this process,
manager of the branch of RBL choice employees to move to a higher-level designation
that best matches to their assistances and knowledge. Impulsive promotions also occur if
they feel the requirement. RBL follow procedures while promotion their employees.
After the satisfactory job evaluation manager of RBL encounter the employee to talk
about their career goals or ambitions for a promotion and try to recognize the
opportunities to promote employees. Discuss about the promotion with the head of HR or
department head to provide approval. They also ask HR about the remuneration range of
new designation and any other new reimbursements interrelated to the designation.

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Again, they organize meeting with the employee to regulate whether they would be
pleased with this career move. While promotion of employees of RBL, they have to face
the transferor posting to a different branch as well.

4.6 Benefits and bureaucratic practices:

• Fatality benefits:
If any employee of RBL becomes disable to do their work in the bank or dead of an
employee when they provide fatality benefit to that employee. They provide
approximately financial benefits to that specific employee or to their family members.

• Safety and security practices:

For the safety and security purpose, RBL provide police help so that their respectable
customers and employees can reach home safely and securely with their money.

• Retirement benefits:
Retirement benefits are additional topmost kind of employee benefit. RBL provide
pension to their employees. which is somewhat to look frontward to afterward
superannuation and added prominently, permit them to be constant and live contentedly.

• Gratuity:
RBL provide gratuity to their employee who have completed 5 or more years of
continuous service in the bank. They get the gratuity when they resign, retires or laid off.
In the circumstance of death or disablement of any employees, there is no minimum
eligibility period.

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 • Termination benefit:
In RBL, if any permanent employees have to resign from his or her amenities due to any
authentic reason by the authority when they are allowed to have one-month remuneration
with formal written announcement.

4.7 Learning from the internship

Whereas working at Rupali Bank limited I have learned many things from them. I get to
know how to open various types of account in the bank like RMSS, DPS, FDR accounts.
I get to know many information regarding account opening in the bank. I also provide
suggestion and information to the customers who came to open an account in the bank.
But they do not know which account they should open for their personal use or business
where I helped them to decide. Also, I get to know how to close any account and the
procedures before closing the account. For some days, I sat on their bill counter where I
took gas bill, water bill and electronic bills from the customers and learned how to give
entry of all bills on the Microsoft excel sheets. I correspondingly learned how to recharge
electronic smart card in the bank. I learned how to write check book, scan, confirmation
process and deliver the check to the respected authority.

During the period of my internship, I have learned how to work as a team and finish the
task together with other interns and colleagues. They helped me a lot while learning new
things or process as they have very friendly environment where the branch manager also
came out to help their employees. It also develops my problem-solving skills by solving
or handling real-life work problems. This internship helps me to know about the work
ethics that we should maintain in the workplace. I get to know what things that I should
do and what things that I should not do in the bank. Communicating well is a foundation
of any expertise which I developed throughout my internship period by communicating
with manager, employees, stuffs, interns and customers. It helped me to learn time
management as in RBL, they are very attentive about maintaining the time. Through this
internship, I get to know practical work life experiences which enhances my theoretical,
career and personal development.

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 Chapter 5
Recommendation and conclusion

❖ Recommendation

while doing the report find some drawbacks of Rupali Bank Limited. where I feel they need to
concentrate more and those are:

• RBL has started a new service from 9thApril,2019 at their bank which is
recharging electric bill with pre-paid card. But often they cannot provide the
service to their customers due to technological problem to their computers. So,
they should solve their technological problems or adapt supplementary advance
technology as early as possible to provide better customer service.
• A customer having a deposit account with the selected branch of Rupali Bank
limited can get an ATM card. RBL has brought 565 branches underneath ATM
network. They should increase their ATM booth services as well so that
customers get satisfactory services which is very less in numbers than customers
need.

• In RBL, they have deficient employees to work in the cash counter or bill counter.
Sometimes principle of officer sits in the cash counter as a backup employee
which indicates their lack of adequacy of employee. So, RBL should recruit
skilled, competent, accomplished and knowledgeable employees.

• RBL should increase on-the job training at their branch level because their
employees cannot get that much opportunity to attend the training session. They
can provide different types of on-the job training to their employees at the bank
like mentoring, coaching. Employees who get the opportunity to attend external
conference, training session and seminar they can train internal employees and it
is very cost effective as well.

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 • In RBL, they should provide the opportunity to their clients to share their
feedback regarding their product and services. They have comment box in their
branch but they don’t encourage their employees and customers to use it. By the
feedback of their respected customers, they can improve themselves and
accomplish the banks goal and objective.

❖ Conclusion

By means of a bank Rupali Bank limited has to ensure many possessions for the development of
the country. The bank is powerfully situated in the marketplace and with its fundamental assets it
can contest stockholder potentials and they can elevation their prosperity in the forthcoming as
well by their principled banking and customer service. Government as well as dissimilar
intercontinental administrations have also acknowledged that embryonic banking structure
grounds nearly complications to the progression. They correspondingly take numerous
ingenuities to accomplish the longing of the government and customers. They will encompass in
additional public services and build up working lineups to deliver the greatest facilities to its
valuable customers as they have already started to provide recharging facility of electronic smart
card due to government requirements. They are running the bank in systematized technique and
guaranteeing chastisement in all compass of its presentation.

Government support is indispensable and it is anticipated that government will expand its
connectivity for executing the recommendations for the well-being of the individuals of
Bangladesh. The administrative approach, structural arrangement, attitude toward employees and
customers, working atmosphere is pleasing and has a positive ambiance. Conferring to their
service, attaining their acquaintance, emerging the expertise of the employees, encouraging them
to high heights of performance and safeguarding that they remain to continue their assurance to
the organization are indispensable in accomplishing organizational goals and objectives. They
have outstanding modest advantage than its measure opponent. The human resource management
practice at branch level of Rupali Bank Limited. is moderately adequate for producing a sincere,
honest, prompt, hard-working and knowledgeable workforce.

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 References:

1. https://sites.google.com/site/howscholarsdefinemotivation/
2. Gary Dessler & Biju Varkkey, Human Resource Management (New Edition), Pearson
Education.
3. Wendell French, Human Resource Management, Houghton Co, Bostou, USA.
4. http://mrp.ase.ro/no34/f7.pdf
5. https://www.rupalibank.org/admin/News/RBL_disclosure43841.pdf
6. https://www.rupalibank.org

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