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CHAPTER-1












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TITLE OF THE REPORT




I mpacts of HR Training Center on Financial Performances a
study on Prime Bank Limited








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CHAPTER -2








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INTRODUCTION
2.1 Rationale for Selecting the Report:
Internship program is a prerequisite for acquiring BBA degree. Before completion of the degree,
every student must undergo with the internship program. Internship program is a great opportunity
for the graduates to have an experience of the real corporate world before starting their career.
Internship in the modern business world helps students to demonstrate skills and competence from
their supervised experience and in addition enables them to demonstrate maturity and acceptable
professional, personal and interpersonal behavior. As the classroom discussion alone cannot make a
student perfect in handling the real business situation, therefore it is an opportunity for the students
to get accustomed with the real life situation through this program. To fulfill this requirement I was
worked as an intern in Prime Bank Ltd, Mirpur-1 Branch, for two months. This not only fulfils the
requirement of the program but also facilitates the dissemination of knowledge in the banking
arena of Bangladesh and helps me a lot to compare theoretical knowledge with practical
experience.
I had my own as well as my banks rational behind selecting this study. First of all I was asked to
prepare this topic by my supervisor. He said me to work on this topic. Most importantly my feeling
is that I want to know about the Human Resources Division and its interior effects on financial
performance of this bank. The total functionally of this section should be understood upon
completion of this report. Like if in future if I have to work in any Bank then my knowledge of this
sector can help me in my work. Also, it can give a lot to the Faculty of Business Administration.
They can know the functions of the HR Division where action does not only take for recruiting
people but also for creating impacts on firms financial performances. So, as a whole this topic can
certainly help all of us in various ways. But unfortunately till submission of my internship report I
am working with Human Resource Training & Development Center which is a part of Human
Resource Division.



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2.2 Background of Bank
2.2.1 HISTORY OF Prime Bank
In the backdrop of economic liberalization and financial sector reforms, a group of highly successful 7
local entrepreneurs conceived and idea of floating a commercial banks with different outlook. For
them, it was competence, excellence and consistent delivery of reliable service with superior value
products. Accordingly, Prime Bank Ltd. was created and commencement of business started on
17th April 1995. The sponsors are reputed personalities in the field of trade and commerce and their
stake ranges from shipping to textile and finance to energy etc. As a fully licensed commercial bank,
Prime Bank Ltd. is being managed by a highly professional and dedicated team with long experience in
banking. They constantly focus on understanding and anticipating customer needs. As the banking
scenario undergoes changes so is the bank and it repositions itself in the changed market condition.
Prime Bank Ltd. has already made significant progress within a very short period of its existence. The
bank has been graded as a top class bank in the county thought internationally accepted CAMEL
rating. The bank has already occupied an enviable position among its competitor after achieving
success in all areas of business operation.
Prime Bank Ltd was incorporated under the Company ACT, 1994 on February 12. 1995. On this day
field a duly verified, declaration in the prescribed from that the condition of section 150 (1) (a) to (b) of
the said Act, have been compiled with is entitled to commence business as public limited company.
PBL being a banking company has been registered under the Companies ACT 1913 with its registered
office at 5, Rajuk Avenue, Motijheel C/A, Dhaka 1000, Later it was shifted to Adamjee Court Annex
Building, 119-120, Motijheel C/A Dhaka 1000.
The Bank Operates as a schedule Bank under banking license issued by Bangladesh Bank the central
banking of the country on April 17, 1995 though opening its Motijheel Branch at Adamjee Court
Annex Building, 199-120, Motijheel C/A, Dhaka 1000. A group of renowned industrialist, business
house and professionals of the country is sponsored from the incorporation of the bank. Initially
the bank was having authorized capital of TK 1000 million and paid up capital of TK 100 million
sponsored by 22 members of Board of Directors.

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2.2.2 Vision
To be the best Private Commercial Bank in Bangladesh in terms of efficiency, capital adequacy, asset
quality, sound management and profitability having strong liquidity.
2.2.3 Mission
To build Prime Bank Limited into an efficient, market driven, customer focused institution with good
corporate governance structure. Continuous improvement in our business policies, procedure and
efficiency through integration of technology at all levels.
2.2.4 Slogan
A Bank with a Difference
2.2.5 Objectives of Prime Bank Limited
To build up strong pillar of capital.
To promote trade, commerce and industry.
To discover strategies for achieving systematic growth.
To improve and broaden the range of product and services.
To develop human resource by increasing employment opportunities.
To enhance asset of shareholders.
To offer standard financial services to the people.
To create congenial atmosphere so that the client becomes interested to deal with the PBL.
To keep business morality.
To develop welfare oriented banking service.
To offer highest possible benefit to customers.
As to its position among its counterparts is held high to let the viewers cast their very first look at it.
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2.2.6 Prime Bank Limited at a glance
01 Date of Incorporation 12th February, 1995
02. Date of Commencement of Business 17th April, 1995
03 Capital Authorized Tk. 10000 Million
04 Paid-up Capital Tk. 5778 Million (Dec-2011)
05 Deposits Tk 124519 Millions
06 Loans and Advances Tk. 118,837.29 Millons
07 Net Profit Tk. 3003 Millons
08 Loan as a % of total deposit Tk. 118,837.29 Millions
09 Global Reach 528 Correspondents Worldwide
10 Number of Employees 2400 as on 2012
11 Capital Adequacy Ratio 1.69%
12 Liquidity Assets 25.76%
13 Non Performing Loan 1.15%
14 Return on Average Shareholders Fund 21.6%
15 Earnings per Share (EPS) 5.69 (Tk.100.00 each share).
16 Name of the Chairman Of PBL Mr. Siraul Islam Mollah
17 Number of Branches 124
18 Number of SME Branches 17
19 It is a Publicly Traded Company Share quoted daily in DSE & CSE
20 Credit Card Master Card, Platinum Card
21 Banking Operation System Both conventional & Islamic Shariah System


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2.2.7 Organogram of PBL












2.2.8 Branch Location all over Bangladesh:
Division No. of Branches
Dhaka Division 56
Chittagong Division 25
Rajshahi Division 10
Khulna Division 5
Sylhet Division 16
Barisal Division 1
Rangpur Division 2
GB In charge
Principle Officer (PO)
Md. Abul Hashem


Md. Abul Hashem

Investment In charge
Senior Executive Officer (SEO)

Cash In charge
Executive Officer (EO)
Executive Officer (EO)

Officer

Executive Officer (EO)

SEO & Investment Officer

EO of Foreign Exchange

Senior Field Supervisor

Field Assistant

Executive Officer (EO)

Officer

Officer

Officer

Principal Officer (Senior) Manager & AVP

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2.2.9 Services of Prime Bank Ltd:

The importance of mobilizations of savings for the economic development of our country can
hardly be over emphasized. We considered savings and deposits as lifeblood of the bank. More the
deposit, greater is the strength of the bank. The bank intends to launch various new savings scheme
with prospect of higher return duly supported by a well-orchestrated system of customer services.
The bank would cater to the credit needs of individuals as well as corporate clients. Initial it will
emphasize on trade finance, which would be short term and self-liquidating in nature. Considering
the importance of foreign trade in our national life, financing and handling of export & import
business and also handling of foreign remittance business would be given top most priority.
Moreover the bank operate all of its activities under the rules and regulations .The services provided
by the Prime Bank Ltd. is given bellow: -














Bank services
Foreign exchange
General banking
Credit/advance
Different accounts
open, issues of
DD. TT. PO,
Clearing,
FD, Different
Scheme etc.
SOD General loan,
House building
loan, Lease finance,
Hire purchase, CC
hypo, Staff loan,
CCS etc.
Export
Import
Remittance

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2.3 Objectives of the report:
Broad Objectives
The main objective of this report Impacts of HR Training Center on Financial Performances a
study on Prime Bank Limited The following are the other objectives of the title of the report,
which are also attained in this study.
Specific Objectives
To find out what is actually happening regarding the organizations training center internal
control issues.
To focus on the employees who are getting training and already trained from the training center
whether they are helping to raise the organizations financial performance or not.
To analyze the last years training budget along with the last seven year annual report of PBL.
To have a close view as well as analyze the each year performance according to HR activities.













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CHAPTER 3










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ACTIVITIES UNDERTAKEN
3.1 Job As An Intern (Work-Related):
Since I started my work in HR division, my respective supervisor assigned me different tasks at
different times. I am honored that I got the chance to work with all the respective
colleagues in HR department. Actually, it helped me to understand the entire work that usually
goes on in the HR section.
Human Resource Structure of PBL
Prime Bank Limited divided their HR in three different types such as;
i) Personnel Department.
ii) Disciplinary Department
iii) Test Key Department.

Personnel Department: Basically, personnel department doing some major duties such as; transfer,
posting, promotion, recruitment, selection, retrenchment, resignation, retirement and training.
Disciplinary Department
These departments always watch where the offences occurred. In the Bank sector there are different
offences,
In the Bank Volt money supposed to 2000000, but money existing in 1500000. Rest
of the 500000 dealing manager in his own business.
This department also observe, if any worker does not obey rules and regulation in the
Bank. Find out the particular employee.
If the above offence occurred, these departments punish the individual. They arrange a board which
consistent one chairmen and two members. When it is proved that the individual employee is real
criminal they punish the person. They dismiss or terminate those persons. In case of dismiss
employee get return his provident fund money, on the other hand terminate the office will give all
money which he desire.
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Test Key Department
This is a computer coding system, which can make easier their internal banking system. There are
many departments existing and rising in the Bank, such as;
Establishment Department.
Stationery and Recorder Department
Transport Department
Training Department
Recruitment
Recruitment means the process start from -when we think we need some employee in our
organization and stop submitted CV/Resume of potential candidate.
In another sense The process of discovering potential job candidates, it begins when new recruit
are sought and ends when their application are submitted
Branch of PBL: The total recruitment processes maintain by head office. Branch office doesnt
have any authority to recruit employee. This Bank flow two types of recruitment process such as;
i) Internal Recruitment
ii) External Recruitment
Internal recruitment:
In the internal recruitment they give more emphasizes son, daughter and relatives of existing
employee. Now a day PBL also recruit employee from those who already completed their internship
from PBL with the recommendation of branch manager.
External Recruitment: Some time they advertisement in Daily news paper, weekly magazine as
well as online job portal to attract the potential candidate. They attract not only experience
candidate but also fresh graduate. They also give chance fresh graduate to learn banking work in the
sense of internship.
Selection
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The process of choosing from among candidates, from within the organization or outside, the most
suitable person for future positions. Selection activities typically follow a standard pattern,
beginning with an initial screening interview and concluding with the final employment decision.
Figure: 03 Selection process, therefore, consists of several steps:












HR Planning and strategic planning process of PBL
At first Human Resources planning is very common phenomena of any organization. In generally
HR planning maintains a process to recruitment or retrenchment organizational incumbent. In this
include job analysis. In the job analysis three things is main job description (Duties,
Responsibilities, and Accountabilities within the job), job speciation (knowledge, skill and abilities
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of job holder) and job evaluation (relative value, responsibility to distinguish other in terms of
salary). The main things in the chart are demand for labor and supply of labor. When demands
exceed supply then come to the point of recruitment. On the other hand, supply exceeds demand
then retrenchment. Here, shows a process of Human Resource planning system.
Figure: 04 HR Planning System

A typical chart of HR planning
Branch of PBL
In the above process are maintain head office of Prime Bank. In generally HR planning process
performs head office. They would decide their HR planning as well as strategic planning. They
follow more or less in this process. They are forecasting organization demand for labor in some
ways, such as;
Decision to upgrade
Technology Changes
Define
Organizational
Mission
Establish
Corporate Goal
& Objective
Assess Current
HR

HRM job
analysis
Demand for
Labor
Compare
Demand for &
Supply of Labor
Demand Exceed
Supply
Supply Exceed
Demand
Recruitment
Supply of HR
Retrenchment
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Employees turnover etc
They also maintain job analysis. We all know job analysis has three parts. Prime Bank also
specified job in front of their incumbent. They determine Duties, Responsibilities, and
Accountabilities for specific job. They also specified knowledge, skill and abilities for job holder as
well as specified relative value, responsibility to distinguishing others for giving range of salary.
Experience also takes a major part of increase of salary.
Socialization and Orientation
A process of adoption that takes place as individuals attempt to learn the values and norms of work
place.






Out comes




A typical Socialization steps.
In a Pre Arrival Stage-Recognizes individuals arrive in an organization with a set of organization
value, attitudes, and expectation. Encounter stages-where individual confront the possible
dichotomy between their organizational expectations and reality. Metamorphosis stage- whereby
the new employee must work out inconsistencies discovered during the encounter stage.
Pre-arrival
Encounter
Productivity Turnover Commitment
Metamorphosis
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Orientation stage- The activities involved in introducing new employees to the organization and
their work units. At last outcome in this stage may divide in three part such as productivity (ration
between input and output), commitment (loyal to the organization as well as work) and turnover (if
any employee unable to work or can not adopt in a particular environment then turnover was
occurred).
Training & Development
Training is a learning experience, which seeks a relatively permanent change in an individual that
will improve the ability to perform the job.
Whenever HRM embarks on the hiring process, it attempts to search and secure a candidate whom
we labeled as the Best possible candidate. And while HRM professional pride themselves on
bring able to determine those are qualified versus those who are not, the fact remains that few, if
any, new employees can truly come into an organization and immediately become fully functioning
100 percent performance.
Employee training- employee training designated to assist employees in acquiring better skills for
their current jobs. The focus of employee training is on current job-skill requirements.
Employee development- employee development designed to help the organization ensure that the
necessary talent internal of meeting future human resources needs. The focus of employee
development is on a future position within the organization for which the employee required
additional competencies.
Career development programs are designed to assist employees in advancing their work lives. The
focus of career development is to provide the necessary information and assessment in helping
employees realize their career goals. However, career development is the responsibilities of the
individual not the organization.
Organization Development deals with facilitating system wide change in the organization. The
focus of organization development is to change the attitudes and value of employees according to
new organization strategic directions give employee orientation.
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Training Divide in two approaches such as:
On the job training:
In simple we can say that training within the job. Learning by doing. Employee are placed in actual
work situation and made them appear to be immediately productive. Often, it is informal, as when
an experienced worker shows a trainee how to perform the job tasks. It may divide in two types-
Apprenticeship program.
Job instruction training
Off the job training:
Training process out of the jobs. Training outside the organization or from the real work place, may
be in another organization or in a training institution. Off the job may divide in some types-
Classroom Lecture
Videos and Films
Simulation Exercises.
Computer-based Training.
Vestibule Training.
Programmed Instruction
Motivation
In a single word we can say that inspiring employee to doing work. The word "Motivation" is often
used to describe certain sorts of behaviors. Motivation is a desire to achieve a goal, combined with
the energy to work towards that goal.
Positive and Negative Motivation
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Sometimes a distinction is made between positive and negative motivation. Positive motivation is a
response which includes enjoyment and optimism about the tasks that you are involved in. Negative
motivation involves undertaking tasks because there will be undesirable outcomes.
What seems to work best for most people is to understand that both positive and negative
motivations are useful, and that sometimes students will need to search for motivation.
Performance Appraisal
Evaluating an employees current and /or past performance related to his performance standards.
There are processes of performance appraisal;









A typical process of Performance Appraisal
There are three main method of Performance Appraisal, these are
1.Absolute Standard: It may divide in some parts;
The Essay Appraisal
The critical Appraisal
The checklist Appraisal
Establish performance standards with employee
Mutually set measurable goals
Measure actual performance
Compare actual performance with standards
Discuss the appraisal with the employee
If necessary, initiate corrective action
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The adjective rating scale Appraisal
The force-choice Appraisal
The behaviorally anchored rating scales
2.Relative Standard: It may also divide in some parts;
Group order Ranking
Individual Ranking
Paired Comparison
3. Objective: It should be clear objectives in top to bottom. In another sense it is called
Management by Objective (MBO). In the MBO are some important parts;
Action Planning
Self Control
Periodic Reviews
Goal Setting
THE IMPACTS ON TRAINING CENTER ON FINANCIAL PERFORMANCES
Performance analysis of HR Training Center database

Year Training Cost (Tk) Employee Cost (Tk) Employees in HR Division

2012 22,62,150 1,676,952,818 19

2011 35,61,508 1,257,931,940 18

2010 37,08,849 899,204,898 16

2009 20,84,894 725,285,435 13
Table 1: HR database subject to HR Training center
Interpretation: In this section there are different type of analysis of last four years 2009, 2010,
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2011 and 2012. I am trying to find out the performances of prime bank HR Training center from the
various type of analysis. The table shows that each year training costs are not increasing as the
employee costs are increasing. Each year management decided to minimize excess training cost then
the previous year.
Year Training
Cost (Tk)

Total No. of
Training
Training
Participants
Working days
Targeted Achieve
d
Targeted Achieved Targeted Achieved
2012 22,62,150 57 54 1330 1122 228 186
2011 35,61,508 143 143 2675 1579 300 230
2010 37,08,849 113 86 2942 2862 213 218
2009 20,84,894 87 72 1872 1683 180 142
Table 2: Comparison of training costs according to training activities (Source: Annual Report)
Interpretation: The table shows that despite being minimizing the training costs the total
numbers of training activities are increasing highly. A comparative study from 2009 to 2012 shows
that Prime bank Training center is optimizing the training costs and maximizing trainings
alongside with training working days. So, in one sense it can be said that minimizing
training costs HR-Training center is giving more trainings to the employees so that they can
contribute to maximize financial performances at their concerned braches/divisions.







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Year Training Cost Training Budget( Approved)
2012 Tk. 35,61,508 Tk. 74,76,700
2011 Tk. 37,08,849 Tk. 54,07,50

Table 3: Comparative analysis of Training budget with Training costs in 2012 & 2011(Source:
Annual Report)
Interpretation: The analysis shows that Prime HR-TDC is efficiently utilizing the training budget
so that they become successful to achieve surplus budget each year. In 2012 & 2011 minimizing
training cost HR -TDCs training budget balance remained 52% and 31% respectively. These
balances were driven back to the Financial Administrative Department (FAD). So significantly it
shows that HR training center is helping Financial Administrative Department (FAD) to achieve their
financial performance. But critical analysis regarding this issue seems two facts. First, HR Training
center is not 100% utilizing their training budget for training so that it becomes budget balances
become surplus each year. Second, there may be several flaws to estimate training budget according to
the need for training.
Impacts on financial performance of a branch/unit/division to achieve its goal

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Interpretation: The result shows that prime banks training center constructs positive impacts on
financial performance. Around 42% employees had the same opinion that there is a positive
relationship between training center and financial performance.
Prime Bank Training Institute Helps Employees To Minimize Business Risk Over Their
Operational Branch/ Unit/ Division








Interpretation: The result shows that 42% employees agreed that by dint of training they can monitor
their operational branchs/divisions business risk efficiently then before. While rests of 58% were still
confused to monitor business risk after training, the reason was some of them were newly joined
employees in this bank.
3.2 Organization-wide Activities:
General Banking:
I was place in General Banking section. There I did different jobs as per the officials requirement.
Though I was not assigned for specific responsibilities, but I did basically customer management
related jobs. My job descriptions are mentioned below:
Helping clients to fill up account opening form, pay order form, MICR form, Non-MICR
form, TPKYC etc.
Pay order instrument.
Providing the our services to customer
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Provide assistance support according to the needs of the customer. Besides, I supported to
my boss or colleague.
writing foreign remittance form
Account Opening











3.3 OTHER RELEVANT ACTIVITIES:
Provide information of all types customers query:
I also provided information to all type of customer queries. Each day many people come to the
branch with various types of problems. I tried my best to give them the proper information and try
to solve their problem. Some of the information that I provided are given bellow:
1. Account opening requirements, DPS related information, FDR information, some type of loan
facilities different type of debit card related queries and their benefits.
2. Give instruction for address change, signature change, and mandate instruction, nominee change,
and account closing information, DPS closing information, FDR closing formalities, pay order,
document issue and all type of queries.
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3. I also gave information of remittance money transfer. I used to give information, like from
which country the money can be sent and in which banks money can be received. I usually tell
about the formalities or requirements to be maintained to receive the money.
With the general task of the bank i also do some undefined valuable task of the organization.
Such:
Handle the customer with my level best. Do a lot of photocopies and scans.
Attend their some meeting. Fill up the Saving from
Fill up Deposit and MTDR form. Checking client grading
Justify to client that this client is capable or not capable to get
loan.
















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CHAPTER: 4










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CONSTRAINTS/CHALLENGES AND PROPOSED COURSE OF ACTION
FOR IMPROVEMENT

4.1: Observed in the organization:
After doing internship program in PBL I have found some problems in the bank according to my
perspective and short period of time is not for analysis for the bank performance due to time
constraints. They are:
PBL website is not update about their products and services which I think that necessary
information have not added the website. Some necessary information should be given there,
such as how to open an account, what are the interest rates of different accounts etc.
Lots of client comes export section every working day. But lack of space and waiting
facility they could not work properly.
Inefficient Utilization of Training Budget.
Insufficient Increase Training activities
Their HRIS Software is not updated
Manpower is not sufficient accordingly their work.
Most of information the bank employee cannot provide information due to security and
obligations and also employee are busy they are given little time. Within three months I
cannot details obligations about loans departments.
Not all the computers are connected with internet thats why employees face some trouble
during the work; they need to exchange their desk sometimes.
Sometimes the monotonous work made it difficult to concentrate on the same work again
and again.
Sometimes we saw some misunderstandings between borrower and banker.

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4.2: Academic preparation:
When I was started internship work at PBL Bank I feel sometimes missing some knowledge which
university should provide us during the BBA program. Corporate world is much challenging so
from the beginning university should teach the student. This internship period is very important for
any student. It gives me an opportunity to learn knowledge about banking. It gives me also some
valuable learning about banking sectors which are very relevant business and study of major HRM.
Now I am sharing my real life experience during internship period, now days each and every bank
and other organizations are technology based. Such as online banking, mobile banking and database
software etc. Besides, our university should provide particle knowledge and help to part time work
in organization for preparing job market and adjusting with corporate work environment. Every
working place is now it related, so our university should introduce some more program or courses
which is directly related with the organizational work. Also, the university always emphasis on the
theoretical knowledge and I had not much scopes for gaining much practical knowledge on banking
activities.
4.3: Any missing knowledge
There is also many missing knowledge and skills need to be learned in the university. University
authority can arrange different types of work shop program which is more relevant to the different
companies. Corporate world is so much challenging and upgraded so that university also needs to
change or add something more.








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CHAPTER: 5










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LESSONS LEARNED FROM THE INTERNSHIP PROGRAM
5.1: Implication to organization:
In my whole internship period I worked in Loans department of PBL Limited for three months. In
that period I faced different types of work experience and also gathered knowledge about the
division. I learned how to behave in a corporate world. I understood how to work perfectly in
presser.
While working with HR department and General Banking I learned the following lessons:
How to recruit for different post.
I have introduced classified staff
I learned how we HR practice
I learned the work order process.
I understood work flow chart of procurement and maintenance process.
How to communicate with departments
How to communicate with customers
What is organizational culture and how to become part of the organization.
I learned different types of valuable lessons from this internship period which is really helping to
develop my personal experience, skill, knowledge, behavior etc. by working PBL the knowledge
learnt would be helpful enough to sustain with the real organizational environment. Some of
employee inspired me about my carrier and share with experience, gave me advice. Thats helpful
for my professional life.
5.2: Implications to Universitys Internship program:
In AIUB we learned basic fundamental of difference courses and core knowledge of our major
subjects. In university we only learn bookish knowledge which is really necessary but only bookish
knowledge isn't enough for a corporate world. So I thinking some major subjects practical classes
should be added to make us more clear about the
Particular subjects so that we can handle the corporate world more easily. I learned the following
regarding the Internship Programs:
How to be punctual at work
How to give a companys portfolio in the report
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How to present work experience in the report
Cooperative education experience
Concern for integrating experiences and external experiences
Way of communication.
How to do presentation

5.3: Others:
Internee is the opportunity to implication and judge the academic knowledge what I have learned
from the academic life. From this internee program I have learned about the corporate culture and
realize the impotency of the internship program. Without this program I will not be able to know the
organizational culture; it has taught me how to implement theory into real life. How to increase
trust, confidence, and professionalism. How to develop skill and competencies.












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CHAPTER: 6











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CONCLUDING STATEMENTS
Conclusion
The success of a commercial bank depends largely in the quality of service rendered to the clients.
Quality of service depends on the competence and the quality of the employees of the organization.
Therefore, the authority of PBL has to be careful in recruiting the right person for each job. As has
been seen, the recruitment and selection process of PBL has rooms for improvement. The policy
and process should be revised. So although the process they have been adopting so far has been
somewhat effective, to adapt to the changing times, the process should be revised and streamlined.
The Prime Bank Limited also many good side. The Prime Bank Limited is very willing to provide
internship. The existing employees are very helpful of new comers. The employees of HR
department are very much willing to provide information about the company. Their internal banking
system is very fast, which can satisfy customer demand. I would like to special thanks to The Prime
Bank Limited to giving me chance to being a part of their honorable organization. As it is an esteem
organization, so I closely observe their HR practice and general banking system.
Recommendations
As Prime Bank is providing Training to their employees, there is also room for improvement to
provide their training efficiently and effectively of international standards. After analysis of the all
the banking operations, especially the training center operations and practices, it is evident that
banking procedures and activities are completely structured in Prime Bank Ltd. HR Training &
Development Center, Head office. That is why there exist little opportunity to
discover any flaws in these procedures and practices. However, based on everyday observation
and perception, the researcher would like to give his personal opinion about some facts that might
help Prime Bank Ltd., HR Training & Development Center to enhance its performance as well as
success. Some recommendations from which the Bank may be benefited are given below:

For Company :
Efficient Utilization of Training Budget:
Increase Training activities
Upgrade the MIS facility
Update HRIS Software
Increase Manpower
Diminish communication gap
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Effective training should implement with due care
Effective mentoring program should develop to reduce flaw
The management should think about the A/C opening form. They should try to make it
easier to understand. There are no bindings that the form must have to be in English. They
may introduce it by Bangla.

For University : Some recommendations for University.
Basics of information and search
Effective lecture provide
Arrange different types of training program
Create creativity environment.
Provide practical knowledge.
Increasing library facilities











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CHAPTER: 7













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SUGGESTIONS FOR IMPROVEMENT
Through conducting this study I have acquired some practical knowledge about HR Patrice and
system in Bangladesh and other relevant matters. Here I am trying to give some suggestions which I
think might be helpful to improve of Prime Bank ltd. As per earnest observation some suggestion
are given below:
The Bank should consider the issue of better customer service more sincerely, and in this
regard it may introduce various customer-oriented services, should automated operation.
Every employee should have individual computer to work faster and give better quality
services to the customers.
The way of entrance of the branch is combined with other organization, for that Bank needs
a separate entrance.
In this branch for the investment clients to give them clear idea about some formalities with
the bank before sanctioning of investment facility particularly to the new investment clients.
It is necessary to increase the working capacity of all bankers in this Branch.
More training, professional development is required for more often. Officers should be sent
for training for betterment of service.
For the employees of the Branch they do not have any canteen. Canteen facilities should be
provided to the Branch.
Only higher salary package cannot satisfy a self-motivated and exposed employee in high
level. The employee wants recognition and reward for their self-actualization. There are few
reward and recognition options is available in SEBL should be review for deals with
employee turnover.
HR development activities as individual, career and organizational by the HR department for
enhancing the employees growth as well as achieve organizational hierarchy.
The recruitment process of the bank is very lengthy and expensive. The bank should select
the employee by reducing the lengthy process.
One of the business strategies is promotion. Successful business depends how they can
promote their products of services to the customer. In this connection to improve the
business bank should introduce more promotional programs.
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References:
Books:
1.Decenzo, David A and Robbins, Stephen P; Human Resource Management, John Wiley &
Sons, New York, 2002.
2.Deslarer, Gray, 2003, Human Resource Management-Ninth Edition
Websites
www.primebank.com.bd
http://www.bloomberg.com/quote/PB:BD

http://www.investing.businessweek.com/research/stocks/financials/financials.asp?tic
ker=PB%3ABD&dataset=balanceSheet&period=A&currency=native



















Page 38 of 40


















APPENDIX





Page 39 of 40

Israt Jahan
1/11 Setaras dream,Mirpur ,Pallabi,Dhaka
Cell- 01681381631
Email: jahanisrataiub@gmail.com

CAREER OBJECTIVE:
Interested to accommodate myself into a suitable position in relevant field to my background where
I can utilize my skills effectively & also providing the best quality of performance to accomplish
the goal of the organization with utmost care as well as to achieve the professional skill & expertise
for the betterment of the organization.

EDUCATION BACKGROUND:
Bachelor Of Business Administration (BBA)
Passing year : 2013
Result : 2.81
University : American International University-Bangladesh

HIGHER SECONDARY CERTIFICATE (H.S.C)
Name of Institute : Dhaka commerce college
Board : Dhaka
Group : Commerce
Passing Year : 2008
Result : G.P.A (4.40)

SECONDARY SCHOOL CERTIFICATE (S.S.C)
Name of Institute : Pallabi M.I Model High School
Board : Dhaka
Group : Commerce
Passing Year : 2006
Result : G.P.A (3.88)

PERSONAL QUALITIES:
Have ability to work in stressful for long hours with a team.
Page 40 of 40

Ability to work with amiable disposition and pleasant personality.
Have ability, willingness for pubic dealing and career building job in any field of development
research, management and administration.
SKILLS AND INTRINSIC QUALITIES:
Excellent leading and management ability.
Computer literate : Familiar with Ms Word, MS Excel, MS Power Point, Internet
Browsing specially having good experience on mailing.
Language Proficient : Bangla & English.
INFORMATION OF HEALTH
Height : 5 ft 2 Inch
Weight : 50 kg
Blood Group : A+
PERSONAL DETAILS:
I am young energetic, Hardworking, and smart with sound health, aptitude for effective team
leadership, pleasant personality and well-developed communication skills.
Fathers Name : A.K.M Shajahan Munshi .
Mothers Name : Ms. Parbeen Shajahan
Permanent Address : 1/11 Setaras dream,Mirpur ,Pallabi,Dhaka
Sex : Female
Marital Status : Single
Nationality : Bangladeshi (By Birth)
Date of Birth : 07-Dec-1989
Interest : Social Activities, Doing Challenging Work, Playing Cricket,
Listening Music, Interne Browsing, Look Movie Etc.

DECLARATION:
I confirm that, to the best of by knowledge, the information given here in correct and complete
sincerely yours.
________________
Jahan Israt
Date: