Training and Development Practice of IFIC Bank Limited
The Organization to be studied for my internship project is International Finance Investment and Commerce Bank Ltd (IFIC). Banking system of Bangladesh has gone through three phases of development- Nationalization, Privatization and lastly Financial Sector Reform. IFIC Bank Limited has started its journey as a private commercial bank in 1983.
During the long span of its operation, the bank had been widely acclaimed by the business community from small business to industrial conglomerates for forward looking business outlook and innovative financial solutions. The bank is gaining popularity due to its improved service, reliability, product variety, versatility and flexibility.
Training and Development is a vital issue of Human Resource Management. By using Training and Development process any bank can improve their performance and also activity level. Employee can survive and they have the opportunity to overcome any obstacles.
Background of the Report:
IFIC Bank Limited is a first scheduled private commercial bank established on 1983 under Bank Company Act, 1991 and incorporated as a public limited company under Companies Act, 1994.
During this short span of time, the bank had been successful to position itself as a progressive and dynamic financial institution in the country.
Involvement of the banking sector in different financial events is increasing day by day. At the same time the banking process is becoming faster, easier and the banking arena is becoming wider. As the demand for better service is increasing, the banking organizations are coming with more innovative ideas. In order to survive in the completive field of the banking sector, all banking organizations are looking for better service opportunities to provide to their clients.
In Bangladesh today, financial sector is one of the most established areas. For the aspects of economic development, banking sector must be reformed. So it is necessary to form a good economic system. Private Banks are playing an important role as compared to the government banks in the country.
Rationale of the Study:
Human resource is one of the most important assets and a part of the organization concerned with the „people‟ dimension. The present day workforce is quite different from the conventional one and this change is continuous. As jobs in today’s dynamic organizations have become more complex and challenging, the importance of employee education and training is increasing.
Every organization needs to have well adjusted, Trained and experienced people to perform activities in order to achieve organizational goals.
When jobs are simple, easy to learn and influence only a small degree of technological change, there is little need for employees to upgrade or alter their skills. But such situation rarely exists on present day. Rather, rapid job changes are taking place, requiring employee skills to be transformed and frequently updated. In organizations, such up gradation occurs through employee training.
In general, training refers to a planned effort by a company to facilitate employees‟ learning of job-related competencies. Inadequate job performance or a decline in productivity or changes resulting out of job redesigning or a technological break-through require some type of training and development efforts. As a job becomes complex, importance of employee development increases in equal proportion. In a rapidly changing society, employee training and development is not only an activity that is desirable but also an activity that an organization must conduct to maintain a viable and a knowledgeable workforce. The goal of training for employees is to make them master the knowledge, skills and behavior that are emphasized in training programs and to apply those in their day-to-day activities in the workplace.
Organizations today are taking advantage of the fact that training can strengthen employee commitment. Few things illustrate a firm’s commitment to its employees such as its continuing developments opportunities for them to better themselves and such commitment is usually reciprocated. Training has become a mandatory tool to survive in the hard facing workforce .To accelerate the overall human resource management achievement, training works as a major part of its dimensions.
Human Resources Development of IFIC Bank is focused on recruitment and in-house training for both on the job and off the job Bank staff members through the Academy of the bank. IFIC Bank Academy – the oldest institution in the private sector – was conceived of as an in-house training center to take care of the training needs of the Bank internally.
Main training activities consist of in-depth foundation programs for entry level Management Trainees. Specialized training programs in the areas like general banking, advance, foreign exchange, marketing and accounts etc. are also organized by the Academy depending on need.
Frequently outreach programs are organized to meet demand for new and specialized skills.
Objectives of The study:
The objectives of this research are as follows:
- The primary purpose of the study is to have a thorough understanding about the bank training and development in IFIC Bank.
- To know about the contemporary picture of IFIC bank and one of its competitor banks.
- To make comparisons of training and development practice between the two banks.
- To examine the current training and development program of IFIC.
- To find out the multiplicity of the training and development program imparted to the people in different functional areas of the organization.
- To evaluate the employee performance of IFIC Bank after getting a training session.
- To measure the attitude of employees toward training.
Methodology of the Study:
The methodology of the study required data to be collected at first. The sample size have been chosen accordingly in order to understand what most of the employees think about the training program. When adequate data was collected, was sorted and displayed as percentage and depicted in graphs. The sample has been chosen from the Dhanmondi branch of the bank which has been chosen as a case study. At last when all the required results have come, recommendations have been made for the HR Department of the bank
The study began with the collection of primary and secondary data.
- Verbal Interview
- Annual report of IFIC Bank Ltd
- Annual report of Islami Bank Bangladesh Ltd.
Primary Data Collection:
Primary data was collected through formal and informal interview. Formal interview was conducted through a questionnaire, which comprised of closed ended and Likert scale questions. Proper attention has been given in typing and printing of the questionnaire to make it more user friendly
Secondary Data Collection:
Secondary sources are different articles, newspapers, magazines, Internet, annual report of IFIC Bank Ltd. and Islami Bank Bangladesh Ltd., instruction circular of Head office and Brochures of the banks. Previous reports, seminar papers and so on.
Data Analysis and Presentation:
Collected data has been analyzed through descriptive statistical tools and SPSS. After analysis, they were presented in tabular and graphical format.
IFIC Bank LTD. is one of leading private commercial banks of the country. Through it has 62 branches all over the country; it is performing banking activities very successfully. To mobilize funds from surplus units and deploy funds to deficit units, the bank is playing a great role in the economic development of the country.
International Finance Investment and Commerce Bank Limited (IFIC Bank) is banking company incorporated in the People’s Republic of Bangladesh with limited liability. It was set up at the instance of the Government in 1976 as a joint venture between the Government of Bangladesh and sponsors in the private sector with the objective of working as a finance company within the country and setting up joint venture banks/financial institutions aboard.
In 1983 when the Government allowed banks in the private sector, IFIC was converted into a fully fledged commercial bank. The Government of the People’s Republic of Bangladesh now holds 32.75% of the share capital of the Bank. Directors and Sponsors having vast experience in the field of trade and commerce own 8.62% of the share capital and the rest is held by the general public.
Mission of IFIC Bank Limited:
The mission of IFIC Bank is such as follows:
“Our Mission is to provide service to our clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive edge make our position unique in giving quality service to all institutions and individuals that we care for.
We are committed to the welfare and economic prosperity of the people and the community, for we derive from them our inspiration and drive for onward progress to prosperity.
We want to be the leader among banks in Bangladesh and make our indelible mark as an active partner in regional banking operating beyond the national boundary.
In an intensely competitive and complex financial and business environment, we particularly focus on growth and profitability of all concerned.”
Simply product is a solution of customer needs and wants. A product is an element in the market offering. Product is anything that can be offered to a market for attention.
IFIC Card is powered by VISA, world’s largest electronic payments network. IFIC Bank has been issuing VISA branded Credit Card, Debit Card & Prepaid Card. Customer can choose any of the above card according to his/her need.
IFIC Bank VISA Credit Cards are issued in two types namely Gold and Classic for both local and international use. The Local Cards can be used at any ATM displaying VISA Logo for withdrawal of cash and at any POS displaying VISA Logo for purchase of goods & services within Bangladesh whereas the International Cards can be used at any ATM and POS displaying VISA logo anywhere in the world. International credit card is a dual currency card and as such you can use the same plastic at home & abroad. Classic cards are for lower limits and less costly.
IFIC Bank VISA Debit Card can be used at any ATM displaying VISA Logo for withdrawal of cash and at any POS displaying VISA Logo for purchase of goods & services within Bangladesh.
ATM transactions are to be secured by Personal Identification Number (PIN) known by the concerned customer only. POS transactions will not require PIN. However, all the transactions are to be authorized by the system electronically. IFIC debit card is issued against any individual sayings.
Current account maintained with any branch of IF1C Bank Limited. The designated savings/current account can be operated by using the debit card without using cheques 24 hours in a day, 7 days in a week, and 365 days in a year. The customers are not required to pay any charge for transactions at Merchant Point of Sale (POS) for purchasing goods and services. For cash withdrawal from ATM/Branches, a little charge may be applied. No interest will be calculated on cash withdrawal or purchases. No minimum amount due and no hassle of payment of monthly bills.
IFIC Bank VISA Prepaid Card can be used at any ATM displaying VISA Logo for withdrawal of cash and at any POS displaying VISA Logo for purchase of goods & services within Bangladesh.
ATM transactions are to be secured by Personal Identification Number (PIN) known by the concerned customer only. POS transactions will not require PIN. However, all the transactions are to be authorized by the system electronically. Prepaid card is safer than carrying cash and more convenient than writing cheques. IFIC, Prepaid card is issued by the branches instantly on filling-up the Application Form and making initial deposit. There is no need to have any account with the Bank. Prepaid card are suitable for the customers who does not maintain any account with IFIC. No interest will be calculated on cash withdrawal or purchases. No minimum amount due and no hassle of payment of monthly bills.
IFIC BANK POS
Bank POS are available at all the branches of the Bank. Any IFIC Card Holder can withdraw cash from any branch of IFIC Bank Ltd. through Bank POS. Credit Card Holders can withdraw cash up to 100% of their credit limit.
Human Resource Policy & Practice of IFIC Bank Limited
Activities of HRM:
HRM has a significant role in today IFIC Bank and must be forward thinking. They must take the lead in assisting good achievement with the “people” component of the organization: Under the guidance of HRM, employees of an organization can assist it in gaining and maintaining a competitive advantage. Attracting and maintaining such employees require: HRM of IFIC Bank to have policies and practices that such employee’s desire. HRM of IFIC Bank will also recommend and implement changes regarding where necessary.
Human resource management has its focus mainly on balancing the needs, goals, objectives and values of both employers and employees. Polices form rules of conduct and they should be based on the following principles:
- Putting right man in the right place by a careful program of selection procedure and placement to make sure that the new recruit is physically, mentally and psychologically fit for the job to be performed. This is needed for the new employee to develop and grow.
- Training the new recruits for developing technical competence to-perform so that they can discharge their duties and responsibilities efficiently.
- Transforming the organization into a coordinated entity of different departments permitting reduction of interpersonal and interdepartmental function and conflicts.
- Ensuring employee security with opportunity, incentive and recognition, thereby encouraging employees to stick to their jobs in the hope of advancement in the organization and thereby reducing turnover and loitering.
- Supplying proper equipment and promoting right conditions of work to facilitate production at lowest possible cost.
- Looking ahead and ensuring production and distribution of superior quality foods and services for catering to the rising and changing requirements of the consuming public.
- Rewarding star performers. Reward should be earned, not given.
Main Objectives of HRM:
- Establishment and maintenance of an adequate organization structure and promotion of harmonies working relation among the members of all levels on company’s pay roll.
- Integrating the employees and employee groups with company and there by obtaining their commitment, loyalty and involvement in company’s work and high level of productivity.
- Effective utilization of the organization’s human resources for achieving goals of the organization.
- Recognizing and satisfying employee goals and group goals for motivation.
- Taking appropriate steps to maintain employee morale at high level and ensuring adequate work performance.
- Providing opportunity for individual growth and development in the, firm tough job satisfaction.
- Policy is guideline to action Human Resource policy is the most vital element of corporate policy since it guides recruitment, selection, orientation training and placement of personnel.
- Apparently human resource policy is concerned with proper use human required for undertaking activities in order to achieve corporate goals and objectives.
- The same kind of human resource is not appropriate for all kinds of organizations. A particular organization has to assemble and develop manpower keeping in view with its planned and projected activities.
Components of Human Resource Policy:
For achieving the objectives of human resource policy as aforesaid, the Bank has identified the following human resource policy areas. The human resource policy issues starting from recruitment to retirement consist of following:
- Recruitment Policy
- Background Checking Policy D Promotion Policy
- Increment Policy D Leave Policy
- Transfer and Posting Policy
- Reward and Recognition Policy
- Termination and Retirement Policy
- Training Policy
- Compensation Policy
- Succession Planning Policy
Aims of HRM Policy:
Human resources policy generally aims at the following:
- Achieving the main objectives of the organization.
- Creating committed employees.
- Developing trained personnel.
- Consultative service to employees.
- Managerial leadership.
- Delegating of authority.
- Co-operation to and from employees
- Security-of employments.
- Opportunity to growth.
- Fair salary.
- Objectives evaluation of work.
Comparison of Training Policies and Procedure among Different Banks In Bangladesh With IFIC Bank Ltd.:
Training Policies and Procedure of IFIC Bank Limited
IFIC Bank Ltd. believes that an appropriate form of training contributes to Human Resources Development and human resources can be developed by way of upgrading the job knowledge and skills. Training is essentially a planned continuous learning process & effort by management to improve employees competency levels & thus to develop individual ability to perform on the job.
In-fact, the more information & education the Bank can give to employees, the better equipped they will be to advance within the Bank.
At the end of the current year the Training and Research Division of IFIC Bank Ltd. Prepare an Academic calendar for the next year mentioning the training programs based on the needs of the bank and its employees. While designing & formulating a Course, The Training and Research
Division gather General Information regarding the course, fix target group and` code of conduct for them to follow. And then we talk to Head Office & the Management. The program is drawn within the policy given by the Board of Directors.
Besides internal resource persons, The Training and Research Institute of IFIC Bank invites experienced and knowledgeable external resource persons from Ministries, Bangladesh Bank, Bangladesh Institute of Bank Management, Universities and other relevant organizations to deliver lecture and conduct practical sessions sufficiently furnished & properly equipped, DBTI can smoothly organize training with easy arrangement for classroom logistics, multimedia and overhead projector. Group Discussion, exams, newspaper corner, lunch & snacks rooms are also there with comfortable arrangements.
Training Policy and Procedure of Islami Bank Bangladesh Ltd. As a part of the training strategy of IBBL, the HR Training Centre prepare a training calendar for every year based on training needs & requirement focusing on the key areas of banking. The main target groups of training are newly recruited officers and mid-level officers.
Meanwhile, IBBL issues a separate letter at the end of the year inviting suggestions including training requirements from the branches / Divisions and then the training academy talk to the head office to prepare the academic calendar of different training programs based on the demands of the bank. This year, IBBL is contemplating to organize some outreach training workshops on ‘Prevention of Money Laundering’ as per regulatory requirement besides participating in training courses/workshops at BIBM / Bangladesh Bank Training Academy.
Training & Development
Training & Research of IFIC:
IFIC Bank employs a large number of employees for performing various jobs. Some of them are recovers. They need more knowledge and skill for better performance of jobs. They are, therefore, in need of proper training to contribute` to the achievement of the organizational goals. There are some jobs that require little or no training but many of them need to be performed by adequately training. The use of modern technology has created new jobs in the organization, which required training.
Training involves the change of skills, knowledge, attitudes or behaviour of employees. Although training is similar to development in the methods used to attract learning; they differ in time frames. Training is more present day oriented; its focus is on individuals’ current jobs, enhancing those specific skills and abilities to immediately perform their jobs. Employee development, on the other hand, generally focuses on future jobs in the organization.
Training differs from education. Training is concerned with increase in knowledge, skills and abilities of the employees in doing a particular job: It has a narrow aim limited to increase in knowledge and skill related to a job. Education, on the other hand, broadens the mental faculties and horizon of knowledge. It is concern with enhancing general knowledge and motivating one to understand the total environment.
Training is often understood as a learning experience. So, if employees are to understand what training can do to improve an employee’s job performance, employee should begin by explaining how learn.
Training widens job related knowledge of the employee. Employees become more skilled and update their knowledge through training. Training provides necessary instructions for performing the current job efficiently. Training differs from education and development.
Academy Objectives of IFIC:
IFIC Bank Academy, establish in 1983 as an in-house training institution, takes care of the training need of the employee of the bank. The objectives of the Academy are to:
- Make available skilled and dedicated workforce within shortest possible time by reducing time required for on the job training.
- Develop understanding about law and practice of banking through foundation training.
- Impart technical skill to the operation level officers through case studies/practical exercises/ demonstration/project visit for efficient desk operation.
- Develop analytical & decision making skills of the officers.
- Develop understanding about human/conceptual skill and organization culture
- Impart managerial skills to groom future executive and to keep existing Executives up-to date with national international environment.
Types of Training:
Foundation courses have two parts: theoretical training in the academy and job rotation. The officers on probation are required to undergo both in a period of one year. During this period, three-phased training programmed is effective. On theoretical training say, general banking, the officers are required to undergo rotation in general banking activities under the supervision of HRD. Similar process is followed in’ case of CRM & Foreign Exchange.
The academy has built up a pool of knowledgeable/competent trainer within the bank. In addition to permanent and professional trainers, speakers are drawn from operational side so that on. The job experience may be exchange and shared. Over and above, speakers from Central Bank, professional training institutions, universities, research organizations and Govt. organizations are also invited to share views and experience. Senior and retied bankers are also regularly to enhance effective of training.
The academy has a good collection of books, journals and magazines. The books are mainly on subjects like banking, economics, accounting, management and marketing etc. As on December 31, 2008 the library had 5,653 books/titles: The books are issued to the employees usually for one month.
Methods of Training:
The academy holds need-based training courses/workshop/seminars etc. which are finalized by Training & Research Division in constantly with various department and senior executives at Head Office. Training inputs are constantly reviewed / modified for achieving the objective. Methods in training include: discussion/ lecture/workshop/case study/games/ role play/ film show/ simulation/group work & Presentation/ project` Visit and so on.
Findings on Analysis:
While working I have gained a newer kind of experience. After collecting and analysis data I have got some idea about the training and development practice of IFIC Bank Ltd, Islami Bank Bangladesh Ltd. which is given below:
- The analysis shows that most of the employees of IFIC bank Ltd and Islami Bank Bangladesh Ltd think that training and development is a way to achieve the organization’s goals.
- In IFIC bank Ltd most of the employees think that the training plays an important role to develop their carrier But the employees of Islami Bank Bangladesh think that training is not very much essential for their carrier.
- Most of the employees of these banks think that their bank understands the training needs for employees.
- Almost all employees strongly agreed that their skill of being detail oriented have been enhanced by the training.
- Most of the employees of these banks think that their performance has become well after receiving training.
- These banks do not conduct adequate software-based training for their employees. But to cope with the modern banking system software-based training is very essential for the employees of the bank.
- The training budget of IFIC Bank Ltd and Islami Bank Ltd are increasing. That means they are giving more importance on training to achieve the organization’s goals.
- These Banks use different training materials to provide training to their employees. Most of the time they use Class lecture for the training purpose of their employees. They use multimedia and projector to give training to the employees. But they do not more emphasize on arranging computer based training and movie or film based training to their employees.
- The training department of these Banks mainly focuses on the needs analysis of employees for the selection of employees for training. They also use performance appraisal; analyze the previous record, recommendation of top management to select the candidates for training.
- The analysis shows that the purpose of providing training of these Banks varies from one to another. But the main purpose is to increase the sales target of the bank, motivate the employees and increase the employee’s skills. But all banks do not more focus on to increase the technological knowledge of the employees.
- The main purpose of training of these banks is to increase their profit. But they do not arrange training to motivate their employees. But without motivation the employee’s productivity will not increase.
With a little knowledge about banking, it is not an easy job to find out the difficulties of the bank: Rather than recommending t would like to give my opinion to improve the banking service and make the customer more satisfied.
Overall Opinion for IFIC Bank Ltd:
Renovation of customer service
Since a number of new banks are coming to existence with their extended customer service pattern in a completely competitive manner. Customer services must be made dynamic and prompt. Now a days, people especially business people have very little time to waste. So the bank should make its service prompt so that people need not give more time in the banking activities.
Providing more industrial loans
It seemed to me that the bank having a large amount of deposit is not simply encouraging the large scale of long term industrial loans to accelerate the economy as well as to help the economy to solve unemployment problem.
Speed up Processing of loan application
If loan-processing time is lengthy, it will not get good borrower. Most of this time is spent for correspondence between Head Office and Branch. So the branch should speed up its loan processing time, For reducing loan-processing time, branch manager should be given more power to sanction loan. This power can eliminate the time. Branch should have independent appraiser for appraising term loan proposal.
Bank should be innovative and diversified in its services
This branch provides only conventional services. Modern banking today is introducing various kinds of deposit account with different attractive features each of which may attract different groups of people. For example, Saving Certificate Scheme introduced by Islami Bank is one of its unique services in the banking in Bangladesh. Even the bank does not provide any `Customer Loan’ facility, which has been found very much profitable for those banks who have introduced it in their banking services.
Bank should diversify its banking services and add new features in its services so that it can attract customers from all groups of people. Financial Engineers of IFIC Bank should be innovative in developing new banking services, which will attract customers and reduce costs. It can introduce customer loan scheme, provide bridge loan, or can engage in lease financing. It can also underwrite shares of newly incorporated public companies.
Bank should immediately enter into the credit card market
This bank does not have any plan to grow in the Credit Card Market. It is well versed that tomorrow’s payment will be consisted of only plastic money (Credit Card). A large part of business transaction will be done by credit card in near future. In western world, more than 50% of transactions are in credit card. If this bank does not prepare from now on, it cannot compete in the future market. So, the branch should give special attention to the introduction of Credit Card.
Without using modern technology no bank can even think of remaining in the business in near future: So the bank must decide right now how it can equip its branches with modern technology.
Use of modern technology in one sense can increase cost but another sense it increases productivity highly and it attracts big clients. It can introduce ATM services in every branch. Use of automatic machine like cash counter machine, own ATM brings speed in banking services.
Development of human resources
Human resource is another sector for the branch to be developed urgently. Human resources, in the branch, are not equipped with adequate banking knowledge. Majority of the human resources are lack of basic knowledge regarding money, banking finance and accounting. Without proper knowledge in these subjects, efficiency cannot be optimized. Bank can arrange training program on these subjects.
Reduce classified loan on an emergency basis
It is observed in the Loans and Advances department that classified loan is about to 36% of the total loan portfolio. Such a big share of classified loan indicates weakness in the lending policy of – branch. Probably bank’s customer selection process is not right. Bank should take special action in order to reduce the amount of classified loan. Although branch is maintaining the required provision for its classified loan, branch should consider recovering classified loan on an emergency basis. For this bank should motivate the defaulter for repaying. If motivation failed, then bank should be stringent about the defaulter and take legal action.
Bank should remove the time card system
The oddest thing in this bank is that it maintains a time card system to maintain the attendance of the employee including manager of the branch. It is definitely effective system but it is simply used to record the work hour of the labors in any manufacturing concern in the western countries to make their payment effectively those who are hourly basis worker.
This system cannot be – employed to the high officials like Manager of the branch etc. this creates an inferior impact on the mind of the employees that they are ill treated which decreases their service providing quality.
Bank must try to be more computerized
There are computers almost in every branch in the IFIC Bank, but it does not mean that the bank is maintaining a network among them. The networking system obviously charges a high installation cast, but it will definitely reduce the overhead costs and an error free banking may be in progress. Moreover by adopting this system the bank can join in modern competition along with e-commerce concept.
There are a number of Private Commercial Banks, Nationalized Commercial Banks and foreign Banks operating their activities in Bangladesh. The IFIC Bank Ltd. is one of them.
For the future planning and the successful operation for achieving its prime goal in this current competitive environment this report can be helpful guideline.
From the practical point of view I can declare boldly that I really have enjoyed my Internship Report on Training and development Practice- A Over view on IFIC Bank Ltd, from the first day.
Moreover, Internship Report that is mandatory to complete my BBA program, although it is obviously helpful for my career building.
In the last decade there has been a revolution in the communication media through the introduction of Internet and other forms of secure dial-up media. This had an immense impact on all t h e sectors of the industry specially the banking sector. The number of banks is increasing day by day because the demand of the customer for the banking service is high as a result there is a highly competitive situation in the banking sector and people have many option in case of taking banking services As a central bank of Bangladesh The Bangladesh Bank always adopting measures for putting banking institution on right track and also monitors the activities of these banks to prevent from doing illegal activities.
To compete in the environment of advancing technology and faster communication the IFIC should depend more heavily on ‘the quality service and information technology. No doubt about it that IFIC achieve superior position in our banking industry but to cope with customer IFIC should think how to make it services proactive. To compete with other bank’s operation in Bangladesh, IFIC should introduce easier way for faster processing of credit analysis.
Banks always contribute towards the economic development of a country. Compared with other Banks IFIC Bank Ltd is contributing more by investing most of its funds in fruitful projects leading to increase in production of the country. It is obvious that right channel of Banking establish a successful network over the country and increases resources; will be able to play a considerable role in the portfolio of development in developing country like ours.
IFIC Bank Ltd playing its leading role in socio-economic development of the country. Since inception IFIC Bank Ltd has been rendering its Banking services with the needs of the nation to cope with the demands of people in the country. By doing many other works for community & society, IFIC Bank Ltd has emerged as the pioneer of playing key role in the country.