It gives me immense pleasure to submit the report which was awarded in special fulfillment of the requirement for the degree of Bachelor of Business Administration (BBA) from United International University. I hereby solemnly declare that the thesis entitled "Training & Development of Standard Bank Limited" has been prepared by me and has not previously been submitted to any other university/college/organization for an academic qualification/. This is to confirm that the thesis entitled "Training & Development of Standard Bank Limited" submitted to Human Research Management, United International University, in partial fulfillment of the requirements for the degree of Bachelor of Business Administration in Human Research Management by Farhana Islam, Student ID under my supervision and guidance.
My special thanks goes to the honorable instructor of Ishrat Sultana, Assistant Professor, School of Business and Economics, United International University for guiding me in the process of knowledge and technique in carrying out study "Training and Development of Standard Bank Limited". Finally, I would like to express my gratitude to all my fellows for their kind and cordial cooperation during my internship report in “Training and Development of Standard Bank Limited”. This report on "Training and Development of Standard Bank Limited" illustrates the general function of HR managers at a bank and how they carry out their responsibilities.
Therefore, HRM must be equipped to cope with the consequences of the evolving workplace as part of a company. Direct observation, personal interviews with the relevant bank manager, review of files, circulars etc. and practical work are all part of the method.
Scope of the study
Limitations of the study
Chapter 2– Literature review
General Concept of HRM
- Training and Development
Designing formal systems inside an organization to guarantee effective and efficient use of human potential to achieve organizational goals is what HRM is all about. The term "human resource management" (HRM) refers to the principles, rules and techniques used to manage people in a company. HRM is the methodical design, development and management of a web of interrelated activities that affect and include every employee in a company.
Training is the formal procedure a company uses to facilitate employee learning so that their resultant behavior contributes to the achievement of the company's goals and objectives. According to Michel Armstrong, "Training is the systematic development of the knowledge, skills, and attitudes required of an individual to adequately perform a given task or job."
Objectives of HRM
Basic Principles of HRM
Approach of HRM
Standard Organ gram of HR Department in a large organization
Company Profile of Standard Bank Limited (SBL)
- Historical Background of Standard Bank Limited
- Vision
- Mission
- Objectives of the Bank
- Standard Bank Ltd (SBL) Highlights 2022
- Global Economy
- Five Years Finical Highlights Standard Bank Ltd 2018-2022
- Graphical Presentation of Standard Bank Ltd 20218-2022
The Companies Act of 1994 was used to incorporate Standard Bank Limited (SBL) as a public limited company on 11 May 1999. Standard Bank Ltd.'s mission is to explore a new horizon of inventive modern banking, develop an automated and computerized environment that offers one-stop service, and get ready to confront the new challenges of the 21st century and globalization. One of the bank's main goals is to attract new customers by offering high-quality goods and services.
The bank's management team consists of highly motivated, well-trained, highly skilled and dynamic executives who have made significant contributions to the bank's continued development and expansion. One of the top bankers with distinctive expertise and excellent performance is the director of the bank.
Training and Development Process of Standard Bank Limited
- HR planning Practices in Standard Bank Ltd
- Recruitment & Selection Standard Bank Ltd
- Selection
- Recruitment and Selection Practices of Standard Bank Ltd
- Socialization and Orientation
- Training and Development
- Training & Development Practices in the Standard Bank
- Performance Appraisal
- Performance Appraisal Practice in the Standard Bank
Forecasting or evaluating elements that influence is the second phase of the HR planning process. Government influences, economic, geographic and competitive situations, technical considerations, work diversity, management philosophies and work patterns are some of the most important environmental elements. Committee board, expert opinion, trend analysis, regression analysis and correlation analysis are some of the decisive ones. <>.
Selection, on the other hand, is the process of making a decision by those who apply. One of the most important jobs any business has to do is the hiring process - putting the right people in the right places at the right time. This stage of the hiring process involves looking into the background of candidates to see if they have the potential to be workers.
The purpose of the background check form is to determine whether candidates are misrepresenting their educational or work history. The manager of the department and branch where the opening is located really makes the hiring choice. The focus of orientation programs shifts from a discussion of company policy to the mission of the organization and the employee's contribution to that goal.
From classroom lectures, videos and films. i) In-class discussion lectures intended to teach Standard Bank employees specialized interpersonal, technical or problem-solving abilities. ii) Training through a simulation exercise where the task is actually done. Programming a computer to replicate some of the practical aspects of an occupation to simulate the work environment. iv) Vestibule training. A discussion with other pupils follows the person's analysis of the matter, diagnosis of the issue and presentation of his conclusions and remedies. vii) Off campus seminars.
A strong performance evaluation system should quantify job qualities, be free of unrelated or confounding factors, and cover all critical facets of the job. Job evaluation is described as the process of analyzing and evaluating occupations to accurately determine their relative worth. Analysts distribute points to each row to indicate the importance of the different levels, after allocating the maximum number of points for each level.
Give points to the levels. Analysts distribute points across each row to indicate the significance of the various levels after allocating the maximum total points for each
To create a fair compensation structure, job evaluation looks at how valuable one job is compared to another. The key components, which are further divided into sub-factors, include skills, effort, responsibility, experience and working conditions. For example, responsibility can be divided into three categories: the safety of others, equipment and supplies, assistance to trainees, and product quality.
For example, if helping trainees (50) is twice as important as safety (100), safety gets the same number of points. All types of wages or benefits that go to employees and result from their work are referred to as employee compensation. It contrasts different occupations according to their content, which is often characterized in terms of rewarding elements including skills, hard work, responsibility and working circumstances.
Data Analysis
- Data Analysis
In order to know the employees' opinion about Standard Bank Limited's training and development programmes, I have created a questionnaire. To achieve my report objective, this questionnaire was interviewed among employees of Standard Bank Limited, Principal Branch.
SL NO: Particular Respondents Percentage
Comment
Percentage
Are you satisfied with your training?
Does training help you increase your performance?
Figure-5.2 The organization has the competence to deal with trainings that help you to increase your performance. From the graph above, it can be seen that from the total number of respondents, 50% are against (12% completely disagree and 38% disagree) and 10% are with the given statement (0% completely agree and 10% agree ) that their organization has the competence to deal with the current market competition, while 40% have not commented anything on the given statement. From the information of the respondents it is clear that private banks do not have enough competence to deal with training that helps you to increase your performance.
It there any benefit of this training?
Do you get motivation through training?
- Does the organization provide you any inward, compensation or increment for the training?
- Is it helpful to get promotion after training?
- How does training help you to develop your carrier?
- What are the problems of training that you faced?
From the graph above, it can be seen that of the total number of respondents, no one is dissatisfied and 92% are satisfied (14% very satisfied and 78% satisfied) with the statement given, while 8% have not commented anything for the given statement. From the information of the respondents it is clear that private banks offer you any induction, compensation or increment for training. From the graph above, it can be seen that of the total number of respondents, no one is dissatisfied and 80% are satisfied (18% very satisfied and 62% satisfied) with the statement given, while 20% have not commented anything for the given statement.
From the information of the respondents it is clear that the employees of private banks are useful to be promoted after training. From the graph above, it can be seen that of the total number of respondents, no one is dissatisfied and 92% are satisfied (26% very satisfied and 66% satisfied) with the statement given, while 8% have not commented anything for the given statement. From the information of the respondents it is clear that the training of the employees of private banks helps you to develop your operator.
Understanding and acceptence of employees opinion by managers
Management spent enough time in resolving conflict
Findings of the Study
Hierarchy issue Due to the short tenures of the workers, Standard Bank Limited hierarchy issue is seen as a hindrance. The number of branches is limited Standard bank limited branches exist in Bangladesh, which is insufficient to adequately serve the entire market. Limited standard bank personnel often have advanced degrees; businesses should give these employees excellent training in science and cultural understanding and allow them to gain hands-on experience.
Conclusion
- Recommendations
- Conclusion
Despite having a sound HR plan, the bank should use trend analysis to forecast its future HR needs to maintain the same level of customer service. Therefore, HR specialists or subject matter experts at work rate each behavior on a favorable or unfavorable scale. The bank's management team consists of energetic, highly competent and well-educated professionals who have helped the bank progress and thrive over time.
I have endeavored to focus on Standard Bank's recruitment process, performance review process and job creation policy. The administration of the HRM department is not as effective as the HRM practice of multinational corporations. Although they follow normal policies for various operations, they do not follow good HRM procedures.
Performance reviews by The Standard Bank are routine; based on an assessment questionnaire and an interview.
Bibliography
Annexure
Questionnaire
