It is with humble honor and respect that I submit my internship report on “Training and Development Process in Bangladesh: A Case Study on Trust Bank Ltd.”. This is to confirm that the trainee paper “Training and Development Process in Bangladesh: A Case Study on Trust Bank Ltd. I am Fauzia Huq, a student of Bachalor of Business Administration, ID: BBA1803015062 of Sonargaon University here to solemnly declare that this report on “Training and Development Process in Bangladesh: A Case Study on Trust Bank Ltd.
Certified that this trainee report entitled "Training and Development Process in Bangladesh: A Case Study on Trust Bank Ltd." is the bonafide work of Fauzia Huq who carried out the research under my supervision. The report starts with a general introduction "Trust Bank Ltd" and then the introduction comes off. Trust Bank Ltd” as well as the origin of the report, statement of the research problem, purpose of the report.
Then this report continues with a preliminary discussion of Trust Bank Ltd products. I then proceed with the main focus of the report "Training and Development Process at Trust Bank Ltd" describing the various steps of these.
Introduction
Objectives
Methodology of Report
Primary source: Information has been collected Mainly through a survey on questionnaire
Secondary source: Information has been collected from- Various study reports
Scope of the Study
Questionnaire Design
Data Collection Procedure
Limitations of the Study
Lack of Sufficient Well Informed Officials
Insufficient Data
Chapter-2
Profile of the Organization
- Philosophy of the TBL
- Objective of the Bank
- Vision of Trust Bank Ltd
- Mission of Trust Bank Ltd
- Corporate Information of TBL
- Slogan of Trust Bank
- TBL at a glance
- Products and Schemes
- Retail Products or Loans
Trust Bank Limited (TBL), in operation since 1999, is one of the leading commercial banks in the country, having established 109 branches across Bangladesh. On October 24 of the same year, the company started its operations. The bank has achieved stability and has achieved success quite quickly. The commitment of the bank's employees and the structure of the company, together with the support of the Army Welfare Trust (AWT), has enabled the bank to assert its well-deserved position in the market.
One of TBL's profitable achievements is the launch of Online Banking Services in 2007. Trust Bank is a customer-oriented financial institution that meets ever-increasing customer expectations. In January 2007, Trust Bank successfully launched Online Banking Services, which facilitate Banking at Any Branch, ATM Banking, Phone Banking, SMS Banking and Internet Banking for all customers.
Customers can now deposit or withdraw money from any branch of Trust Bank across the country without having to open multiple accounts in multiple branches. It remains dedicated to meeting the customer's ever-growing expectations, because at Trust Bank, the customer is always at the center. The paid-up capital is indicative of the par value of 5,00,000 ordinary shares of Tk.
It provides all types of personal, commercial and business banking services to its customers within the framework of the Bank Companies Act, 1991 and in accordance with the directives and guidelines laid down by Bangladesh Bank. Trust Bank Limited has been established with the objective of providing efficient and innovative banking services to the people of all sections of our society. One of the notable strengths of this bank is that it is backed by the disciplined and strongest institution in Bangladesh viz.
To look out to benefit the local community by supporting entrepreneurship, social responsibility and economic development of the country. It remains committed to meeting the ever-growing expectations of the customer, because at Trust Bank, the customer is always at the center. As a private limited bank, Trust bank is also committed to give its owner profit by providing a good service to the customer.
To provide efficient and innovative banking services to people in all parts of our society, Trust Bank Ltd has offered various products and schemes. A combination of competitive interest rates, investors' confidence in the bank and the bank's mobilization efforts.
- Human Resource Management
- The Major functions of HRM
- Human Resource planning
- Human Resource Function
- Training and Develpoment
- Training
- Learning
- Employee Orientation
- Employee Socialization
- Employee Socialization
- Traditional and Modern Approaches of Training and Development
- Importance of Training Process Improve employee performanc
- Other Roles
- Inputs of Training and Development
- Methods Of Training
- The Five steps of Training and Development Process The training programs consist of five steps
- Training Methods
- On-the-job Training
- Off the job Training
- Classroom Lecture
- Videos and Films
- Simulation Exercise
- Computer Based Training
- Vestibule Training
- Programmed Instruction
- Case Study Method
- outside Seminars
- Development
- Difference between Training and Development
- Career Development
- Performance Evaluation
Human Resource Management (HRM) is the function in an organization that focuses on recruiting and managing the people who work in the organization. Human resource planning has traditionally been used by organizations to ensure that the right person is in the right job at the right time. As HR planners become more involved in programs to meet company needs and even influence the company's direction, they face new and greater responsibilities and challenges.
Training is the act of a specific job position. The primary purpose of training is to help members of an organization acquire and apply the knowledge, skills, abilities, and attitudes necessary for a particular job. Traditional Approach – In the past, most organizations never believed in training. That an employers' organization increases awareness among employers of the need for increased investment in the development of human capital as an essential prerequisite for achieving competitiveness.
In the training of personnel or personnel managers, given the fact that their role still tends to be downgraded compared to other management functions such as finance, marketing and production. It is his/her duty to inform all employees in the organization about the need for ethical behaviour. In the second step, individuals decide to compile and produce the training program content, including exercises in workbooks.
Validation is the third step in which the errors are removed from the training program by presenting it to a small representative audience. On-the-job training is the heart and soul of all training in individual or management development. Simulate the work environment by programming a computer to mimic some of the realities outside of work.
Development involves achieving the long-term efficiency in the workplace that gets the benefits in the future rather than the current improvement of certain skills. Training is about the immediate improvement of the employee's specific skills, which are the ways to make the employee more effective in his current role, whereas development is a process of making the employee effective enough to handle critical situations in the future, that is how well he can prepare for the demands of the future. The method of evaluating an employee's performance, which involves tracking, evaluating, and providing feedback on actual performance based on key behaviors/competencies established in the objectives that support the achievement of the overall organizational goal.
Chapter-4
Training and Development process of Trust Bank Limited
- Type of training programs of Trust Bank Limited
- Training Process
- Training program evaluation
- Development Process of Trust Bank Limited
- Training Needs Assessment
- Training Administration
- Training Evaluation
- Training Methods Followed by Trust Bank Ltd
- Supervisory Training The training for the managerial employees is called supervisory Training. Different department‟s officers and management trainee are included
- Vestibule Training
- Apprenticeship Training
- Classroom Training
- Rationale behind the Focuses on Training and Development in Trust Bank Ltd
- Main Factors Affecting the Choice of Training Method
- Management Development Program (MDP) of TBL
At the end of each training session, participants are encouraged to evaluate the training itself. This is done by giving the participants a form sheet that requests feedback from the participants. 38 undergoes a continuous improvement process, which in turn improves the performance of employees and, in the long term, the organization of TBL.
Monitoring: A senior and experienced employee in the organization directs and ensures the correct performance of tasks assigned to less experienced employees. In addition, a credit assessment of employees in various industries is carried out, on the basis of which the promotion of employees takes place. On the contrary, one of the key responsibilities of superiors is to constantly check the performance of their subordinates.
After receiving the annual training plan and the external training recommendation from the line supervisors, it is the responsibility of the HR department to assess whether the training is actually necessary and feasible for the improved performance of the employees to achieve the organizational objectives. After this, registration of the training program takes place with the correct documentation and the employees can follow the training. Training Evaluation consists of four segments, including Response, Learning, Transfer of Learning and Improvement of Organizational Work, and finally a cost-benefit analysis of the training program.
First of all, they should prepare questionnaires and survey the participants regarding their reaction to the training program. This will then be followed by an interview of the trainees about what they have learned from the programme. All information is collected and stored for future reference and comparison with previous employee performance.
Issues identified in the training programs are recorded so they can be addressed in the future. After receiving the reports from the line managers, the HR department conducts a thorough analysis and determines whether the training programs are actually effective. These are done by determining the return on investment for the training program and comparing it to the training costs.
This training is an effective way to convey information quickly or to large groups with limited or no knowledge of the subject being presented. In most of the company 37% of the training budgets go to Management Development and Learning Program.
Chapter-5 Findings
Recommendation’s and Conclusion
Findings
This will not help the interns to understand their job responsibilities properly and they can work efficiently accordingly. The importance of training programs should not be clearly explained to the employees of the organization to motivate and encourage them to follow the training programs.
Recommendation’s
Conclusion
