BRAC Bank Limited is a scheduled commercial bank in Bangladesh.

It established in
Bangladesh under the Banking Companies Act, 1991 and incorporated as private limited
company on May 20, 1999 under the Companies Act, 1994. Its operation started on July
4, 2001 with a vision to be the market leader through to providing all sorts support to
people in term of promoting corporate and small entrepreneurs and individuals all over
the Bangladesh.
BRAC Bank will be a unique organization in Bangladesh. The Bank consists of major
divisions named 1) Corporate banking, 2) Retail banking, 3) Treasury, 4) Small &
Medium Enterprise (SME). At present the Bank operating its business by 26 Branches.
BRAC Bank is the first local commercial banks that proving online banking service to its
customers from the very beginning of its starts.
BRAC Bank, for the first time among local commercial banks, starts providing loan
facilities to small and medium trading, manufacturing and service oriented enterprises all
over the country.

BRAC Bank Limited is a scheduled commercial bank in Bangladesh. It established in

Bangladesh under the Banking Companies Act, 1991 and incorporated as private limited
company on 20 May 1999 under the Companies Act, 1994. BRAC Bank will be a unique
organization in Bangladesh. The primary objective of the Bank is to provide all kinds of
banking business. At the very beginning the Bank faced some legal obligation because
the High Court of Bangladesh suspended activity of the Bank and it could fail to start its
operations till 03 June 2001. Eventually, the judgment of the High Court was set aside
and dismissed by the Appellate Division of the Supreme Court on 04 June 2001 and the
Bank has started its operations from July 04, 2001.
The importance of financial intermediaries in the development of the overall economy of
country cannot be described in short. From the inception of the civilization the banking
sector dominate the economic development of a country by mobilizing the saving from
the general people and channeling those saving for investment and thus economic
development and growth. In ancient time, the importance of commercial banks after the
ravage of the liberation war to develop a better economy was severally needed and it is
needed now and will be required in future also. In time-to-time Government of
Bangladesh agreed to permit the private commercial banking in the country. BRAC bank
will be knowledge-based organization where the BRAC Bank professionals will learn
continuously from their customers and colleagues world wide to add value. It will work
as a team, stretch, they will innovate and break barriers to serve customers and create
customers loyalty through a value chain of responsive and professional delivery. The
bank promotes broad-based participation in the Bangladesh economy through the
provision of high quality banking services. BRAC Bank will do this by increasing access
to economic opportunities for all individuals and business in Bangladesh with a special
focus on currently under-served enterprises and households across the rural urban
spectrum. BRAC Bank believes that the pursuit of profit and developmental goals is
mutually reinforcing.
2

1.1 OBJECTIVE OF THE STUDY

Acquiring a practical knowledge and personal observation about the overall HR
procedure, functions, principles and its nature.
Find out the activities and implication of HR department to the organization.
Analyzing the HR planning, job analysis, employee recruitment process and
selection, training, performance appraisal, compensation and pay plan, benefits and
service.
Supervision whether the organization follows the HR procedures, functions or not.
Gathering the experience about the total HR application, activities, its importance
through the visit the organization.

1.2

SCOPE OF THE STUDY

Almost every formal organization is now developing their HR department to support

the total management system. So there is a scope for gather experience and work in HR
field.
In the age of globalization, the business communities are rapidly expanding. So the
HRD have to be developed. There fore there is a scope to analysis the HRD department to
get knowledge and practical experience through visiting the organization.

1.3

METHODOLOGY

We made a checklist and according to this checklist we took an interview and made a
discussion session from the executive officer of Human Resource Department of BBL.
The study uses both primary data and secondary data. The report is divided into two
parts. One is the Organization Part and the other is the Project Part. The parts are virtually
separate from one another
The information for the Organization part of the report was collected from secondary
sources like books, published reports and web site of the BRAC Bank Limited
(www.bracbank.com). For general concept development about the bank short interviews
and discussion session were taken as primary source.
Source of information:
(i)

Primary Data: Primary data was collected for preparing this report through
interviewing and personal observation.

(ii)

Secondary Data: Secondary data was collected from the annual report, Journal
and the web site of BBL.

1.4

LIMITATION

Since the primary data was collected through interviews it may not be full
proof.
On our schedule time we could not find the respondent. Because they were
busy with their work on that time.
Time constraint, lack of experience, annual confidential report didnt get.

2. ORGANIZATION PROFILE

This organization achieved customers confidence immediately after its establishment.

Within this short time the bank has been successful in positioning itself as progressive
and dynamic financial institution in the country. It is now widely acclaimed by the
business community, from small entrepreneur to big merchant and conglomerates,
including top rated corporate and foreign investors, for modern and innovative ideas and
financial solution. Thus within this short time it has been able to create an unique image
for itself and earned significant solution in the banking sector of the country as a bank
with a difference. The emergence of BRAC Bank Limited is an important event in the
countrys financial sector at the inception of financial sector reform. The authorized
capital of BBL is Tk. 1000 million and paid up capital of the same bank is Tk. 500
million.

Shareholders
BRAC
IFC
Shore Cap International
General Public through IPO
Non-Residents Bangladeshis

Percent
31.74%
9.50%
8.76%
40%
5%

Fig-2.1 Shareholders of BRAC Bank Limited

2.2 Vision
BRAC Bank will be a unique organization in Bangladesh. It will be a knowledge-based
organization where the BRAC Bank professionals will learn continuously from their
customers and colleagues worldwide to add value. They will work as a team, stretch
themselves, innovate and break barriers to serve customers and create customer loyalty
through a value chain of responsive and professional service delivery.
Continuous improvement, problem solution, excellence in service, business prudence,
efficiency and adding value will be the operative words of the organization. BRAC Bank
will serve its customers with respect and will work very hard to instill a strong customer
service culture throughout the bank. It will treat its employees with dignity and will build
a company of highly qualified professionals who have integrity and believe in the Banks
vision and who are committed to its success. BRAC Bank will be a socially responsible
institution that will not lend to businesses that have a detrimental impact on the
environment and people.

2.3 Mission
BRAC Bank will adhere to highly professional and ethical business principles and
internationally acceptable banking and accounting standards. Every BRAC Bank
professional will need first of all a commitment to excellence in all that he/she does, a
keen desire for success, a determination to excel and a drive to be the best.

2.4 Goals
BRAC Bank will be the absolute market leader in the number of loans given to small and
medium sized enterprises through out Bangladesh. It will be a world-class organization in
terms of service quality and establishing relationships that help its customers to develop
and grow successfully. It will be the Bank of choice both for its employees and its
customers, the model bank in this part of the world.

2.5 Objectives
The objective of BRAC Bank Limited is specific and targeted to its vision and to position
itself in the mindset of the people as a bank with difference. The objective of BRAC
Bank Limited is as follows:
Building a strong customer focus and relationship based on integrity, superior
service.
To creating an honest, open and enabling environment
To value and respect people and make decisions based on merit
To strive for profit & sound growth
To value the fact that they are the members of the BRAC family committed to
the creation of employment opportunities across Bangladesh.
To work as a team to serve the best interest of our owners
To relentless in pursuit of business innovation and improvement
To base recognition and reward on performance
To responsible, trustworthy and law-abiding in all that we do
To mobilize the savings and channeling it out as loan or advance as the company
approve.
To establish, maintain, carry on, transact and undertake all kinds of investment
and financial business including underwriting, managing and distributing the issue
of stocks, debentures, and other securities.
To finance the international trade both in import and export.
To develop the standard of living of the limited income group by providing
Consumer Credit.
To finance the industry, trade and commerce in both the conventional way and by
offering customer friendly credit service.
8

ORGANOGRAM

Board of Directors

Share
Division

Deputy Managing
Director (Operation)

Foreign Trade
Division

Managing Director

Managing Director
(Finance)

Audit Division

Deputy Managing
Director (HRD)

Accounts Division

Human Resource
Planning

Treasury Division

Credit Division

Employee
Recruitment and
selection

Marketing division

General Banking
Division

Information
Technology division

BBL Fund

Training and
Development

Compensation
and benefits

3.

HUMAN RESOURCE PLANNING

In common with most organizations, BBLs performance depends on the quality and
commitment of its people. Accordingly, the Banks stated strategy is to attract, retain
and motivate the very best people and therefore Dutch-Bangla Bank always conscious
about human resource planning. They follow the motto, which is Finding and keeping
the best employees.

The BBL analysis the following human resource planning

criteria.
Assets trends in
External labor market
Current employees
Future organizational plans
General economic trends.

Predict demand

Forecast internal supply

Forecast external supply

Compare future demand and internal supply

Plan for dealing with predicted shortfalls or overstaffing

10

The overall plans are included the following factor:

1. Manpower plan: HRD of BBL first designed the plan about manpower for their
new branch expansion or fill up the vacant post.
2. Job Analysis: A sound job analysis give good support to the HRD. So BBL plan a
affective job analysis so that the applicant or employee can easily understand the
job criteria, responsibilities and employee incentives, benefits and other facilities.
3. Recruitment and placement process: In which way the talent employee will be
recruited and the finally placement process will be conducted all this things are
included in human resource planning.
4.

Training and Development Process: Training module design, training center or

location set up, employee development formulation.

5. Performance Appraisal Process: Developing Employee performance evaluation

system and assessing the employees actual performance and relative to these
standards.
6. Compensation and pay plan: To retain the best and talent employees the better
compensation and handsome salary are planned in a well manner. The competitive
advantages and pay package are designed for the employees. With this pay package
the benefits are also included.
7. Employee Relation and team building: The human resource departments of BBL
always try to build a better employee relation as well as effective team building.
8. Human resource information system: The Human resources department of BBL
has a strong human resource information system (HRIS).
11

4. RECRUITMENT AND PLACEMENT PROCESS

4.1 JOB ANALYSIS

BBLS job analysis is different from other organization. BBL reached an important
milestone by rewriting and evaluating Job analysis of its members of the staff. The new
job description and job specification will increase managements understanding and
involvement in determining the level of responsibility attached to each job. BBLs
always follow the HR procedures and thats why the organization analysis the job
carefully and this job analysis involves in the following steps:

Determine the use of job analysis information

Collect background information
Select the positions to be analyzed
Collect job analysis data
Review information with participants
Develop a job description and job specification

12

4. 2 RECRUITING EMPLOYEES FROM A DIVERSE POPULATION

After job analysis the BBL recruit employees from a diverse population and within this
population the best individuals are selected for employee testing and selection process.

External Sources:

Human Resources
Department

Internal Sources:
Transfers

Personal applications
Promotions
Management consultancies
New / Fresh graduate from
famous educational institution
Such as IBA, IBM etc.

Hiring

Employee
Recommendation
Retrained employees
Department
reorganization

Former employees
Part-time applicants
Advertisements

Selection

Newspaper ads
Trade associations
Internet (Bdjobs.com
/Jobsa1.com)
Job fair

Orientation
And training

4.3 EMPLOYEE TESTING AND SELECTION PROCESS

The HRD of BBL always concern about recruiting the right person for the right job. In
testing and selection process the Human Resource Division contact IBA authority or IBM
13

authority for arrange written test and interview session when the primarily applicants are
selected for written test and interview session. The whole employee testing and selection
process activities are provided by BBL human resource division. The Institute of
Business Administration (IBA) or Bangladesh Institute of Bank Management (BIBM)
take written test and interview session. They examine the written test and also evaluation
the interview. After final evaluation the selected candidate list are sent to the human
resources department of BBL. And then the HRD recruit the selected candidate.
Selection Procedure is presented below:

Obtaining complete application form

Sorting out of application form

Preliminary selection according to requirement.
Holding written test
Selection
Procedure

Conducting Interview session

List of final selection candidate

5. EMPLOYEE TRAINING AND DEVELOPMENT

Obtaining physical fitness.
Appointment and placement
Establishing trial ( probationary) periods

BBL attaches utmost importance to the development of

its employees through continuous training. BBL imparted training to 213 officers in 9
different courses during 2004. The training programs were organized by the BBLs own
training institute. BBL also nominated 89 officers to undergo different training
programs/courses organized by different organizations like BIBM, Bangladesh Bank
Training Academy (BBTA) and other similar organization.
The BBL always tried to give effective training to its employees because of enhance the
effectiveness. The training procedures are presented below:

14

Training
TrainingCenter
Center
Employee
EmployeeOrientation
Orientation
Planning
PlanningTime
Time
Knowledge
Knowledgeon
onorganization
organizationprofile
profileand
and
strategy
strategy
Training
TrainingMethod
Method
Training
TrainingMaterial
Material
Team
TeamBuilding
Buildingand
andcommunication
communication
Approach
Approach
Evaluation
Evaluation

TRAINING CENTER
After the completion of
successful recruitment and
placement process the human
resource division of BBL sends
to the new recruited employees
to its own training center as
well as the reputed institution.
The training Center are:

BBL Own Training Center

Bangladesh Bank Training Academy (
BBTA)
Bangladesh Institute of Bank
Management ( BIBM)
India ( Kolkata)
The Netherlands Development
Finance Company (FMO),
Netherlands.
15

Training Center

Besides training center the every executive officers of BBL participate the different
types of seminars, conference and workshop program so that they can enrich their
knowledge, skills and professional competency.

EMPLOYEE ORIENTATION
BBL always arranges an effective employee orientation, which is very important, both
the newly recruited employee as well as the organization. In orientation the organization
give information about the rules and regulation and also the gathered information from
the employee. The BBLs HR specialist introduces with the employee. In orientation
program include the following:
The nature of the job
Introducing the new employee and his / her new colleagues
Familiarizing the new employee with working environment.
Company safety measures and regulation
Employees benefit and others facilities.

16

 The birds eye view of the training program.

In orientation program BBL provide the employee the following things:

Organization profile
Employee Handbooks / Notebooks
Organizations Bag / File
ID card

PLANNING TIME
The whole training and development program cover within 3 months. Besides local
training some of the executive are sent to the abroad for receive high training for better
performance. After one month successful training the executives are returned. Basic
Training session is held on 4 days a week. Time duration 3 hours. There is 7 days
continuos training programs which is held at DBBL own training Program for the new
recruited employees. The HR officers plan the training time.

TRAINING METHOD
The BBL follows the following training method:
On the job training: job rotation and coaching approach. In job rotation the new employee
move department to department in order to gather knowledge and experience about the
whole organization. In job rotation the employee their work --- (I) Finance Department
(II) Foreign trade division (ii) Treasury Division (iii) Credit division (iv) General
Banking (v) Marketing division (vi) Human resource department. The organization also
follows the coaching method. Under a senior HR Officer the new marketing executive
will be trained up. The coach gives information and the executives are learned.
Of the job training: The HRD also follow the of the job training method which include
case study and outside seminar. In case study method the DBBLs problems are given to

17

the executive and they try to solve the problem. The HRD send the executive officers for
participate the outside seminar for gathering new information and experience.

TRAINING MATERIAL
The BBL provide the and use the following training material through training session:

BBL
BBL Training
Training module
module guide
guide
Lecture
Lecture sheet,
sheet, handout
handout
Presentation
Presentation slide
slide
Multimedia
Multimedia Projector
Projector
PC
PC Note
Note book
book (Laptop)
(Laptop) for
for senior
senior officer.
officer.
Audiovisual
tools
Audiovisual tools
(Interactive
(Interactive CD,
CD, Films
Films video
video conferencing,
conferencing, audiotapes
audiotapes and
and
videotapes.)
videotapes.)

EVALUATION
After complete the training the final evaluation is held. In each training period a short
time evaluation is held for monitoring the performance about the new executive work.
After successful training, the employees are rewarded and they will work permanently.

6. PERFORMANCE APPRAISAL PROCESS

Performance appraisal process is important for any organization to its human resource
department. DBBLs human resource department evaluate the employee performance and
such a effective way the HRD examine the employees skills, performance, abilities and
professional competencies. The HRD department always monitor employees previous
and current performance records.

Promotional criteria for the executive level:

18

Senior Executive Vice President: At least three years satisfactory and continuous services as
executive vice president
Executive vice president: At least two years satisfactory and continuous services as a senior vice
president.

Deputy managing director: At least three years five years satisfactory and continuos services as
deputy managing director.
Senior executive officer: At least five years satisfactory and continuos services as senior
executive officer as well as banking diploma.

Executive officer: At least three years satisfactory and continuos service as executive officer as
well as banking diploma with computer training.
Junior officer: At least two years satisfactory and continuous services as junior officer.

7. COMPENSATION AND PAY PLAN

BBL offer highly attractive remuneration to its employees. The HRD of BBL designed
pay plan in such a way that each employee can be satisfied and be motivated. DBBL
always follow the corporate culture and the BBL is one of the leading and wellestablished large banking organizations in Bangladesh.

19

Pay Structure from vice president to junior officer:

Title

Salary offered (Monthly Based)

1. Senior Vice President

2. Vice president
3. Managing Director
4. Deputy Managing Director
5. Senior executive officer
6. Executive officer
7. Executive Assistant officer
8. Junior officer

90,000/80, 000/75, 000/65,000/50,000/35,000/25,000/18,000/-

8. BENEFITS AND SERVICES

The banks activities are based on trust and relationships, the Banks policy are to look
after people who want to make a long term career with the Bank because trust and
relationship are built over time. Remuneration packages may be an important to motivate
for joining a company, but it is not the only one. In case of BBL, it is the excellence BBL
with good values, fairness, potential for success, scope to develop a broad interesting
career etc, which attract people to join and work with BBL.

BBL always encourages excellence in performance by rewards and recognition. In

addition a number of well through policies were formulated for the welfare of the
employees in the form of DBBL which are given below:

House Building Loan Scheme:

20

This facility is offered to the employee of BBL. They can easily get the loan for house
building. House building loan scheme was framed and it was approved by the Honorable
Chairman of the Board before commencing its business and the scheme has been ratified
by the executive committee of board. The bank will extend the facility to its employees
with bank rate simple profit per annum.

Car leasing scheme for employees:

One of the attractive benefits for the employee who want to be an owner of a car. The
executives receive car facilities increasing their mobility for effective and efficient
performance and generally the bank provides cars to the executive.

Death and Disability/ Superannuation Fund

This is a fund for employees who get payment at a time in case of sudden accident or
death or risk. Incase of death and disability of an employee while in active service,
financial benefit to the bereaved family of the deceased will be paid to the nominee. In
absence of such nomination, benefit will be paid to the legal heirs subject to production
of succession certificate from the competent court of law in the following manner:

Medical allowance
Incase of serious illness, or accidental fact then BBL 70% bears the medical expenditure.

Provident Fund
The bank will cause to be established and maintained in the bank the fund by contributors
to be made partly by the members and partly by the bank in accordance with the
provisions of the rule.

Group insurance, Life Insurance

The employee of BBL also gets the advantages of group insurance, life insurance.

Recreational or Tour benefit

21

The executive officer can travel to the local tour or abroad for recreation. Because a
handsome amount is paid to the employees for this recreation. Those officers can tour 20
days in local or foreign tourist spot.

Profit sharing benefit

BBL distributes up to 2.50% of its annual profit among its employees as profit sharing.

Annual Bonus, Halfyearly bonus, Festival Bonus

The employee gets annual bonus and half yearly bonus in term of their achieving goals.
Various festival period the BBL give festival bonus even newly recruited employee at the
time of festival.

Leave facilities

The following types of leave are granted by the HRD of BBL.

Causal Leave
Sick Leave
Special Disability Leave
Maternity Leave
Study Leave

9. CAREER PLANNING AND DEVELOPMENT

The Human resource divisions of BRAC Bank Limited are conscious about the career
development and advancement of the employees. Only BBL provides realistic job
previews, conduct career-oriented performance appraisal and encourage job rotation.
22

The human resource department of BBL focuses on career planning and development
the following way:

BBL gives more opportunity for its employees. The HRD analyze and adds more
information about individual interest, preference as well as like to data.

BBL provides career path information and adds individual growth orientation.
BBL creates development plans and individual goal settings.
Match individual and jobs based on a number of variables including employees
career interests.

Give rewards for time, productivity, talent, and so on.

Create a most effective employees pay plan, lucrative benefits, easy promotional
framework and ample opportunity to the employee so that the employee can
easily run on his or career development as well as shape his bright future.

The superiority of BBL with good values, fairness, potential for success, scope to
development a board interesting career which really attract people to join and
work with BBL.

10. EMPLOYEE RELATION AND SOCIAL STATUS

23

EMPLOYEE RELATION
The corporate culture at BBL as grew over last 9 years is such that the members of the
staff have ample opportunities to take initiative and responsibilities. The challenge is to
maintain a business like, committed corporate culture that matches BBLs mission.
Achieving results and taking responsibility are important components of the culture that
the BBL pursues one in which HRD and other department work together. Employee
relation is better as well as communication approach is much more effective.
The HRD of BBL influence and motivate to the employee in such a way that the relation
of each employee are friendly, beneficial and supportive. The HRD also monitor the
organizational behavior of the employees.
The HRD recruit most talent employees with Y factor. The relations of each employee are
so good that there is no conflict, flatteries, criticism, hostility, contrasting perceptions,
and lack of trust, personality clashes and unfriendly behavior. Everyone is helpful to
others. From top level to bottom level the chain of command is strong as well as the
nature of leadership and empowerment is good.
To enhance the employee relation the HRD of BBL arrange picnic, travel tour, sports,
cultural program each year.

SOCIAL STATUS
The employee of BBL always enjoys social status. Because the HRD of BBL give the
following opportunity to the employee so that they can feel that they have social status:
The executive officers of BBL get a good working condition. The office rooms of
the executive are designed in high quality and fascinating outlook of furniture.
Interior decorations such as carpeting, draperies and artwork are included.
Location of workplace and working environment is excellent.
Facilities of workplace, quality and current equipment such as modern computer
technology, fax machine, intercom system etc. is provided to the employee.

The employee of BBL always wears a formal dress like suit.

Privileges are given, job title, employees assigned such as private secretary.
Degree of financial discretion, BBL membership so that the employees can enjoy
any kind of facilities.

24

 The employees of BBL not only contribute his or her family but also contribute
to the society.

11. HUMAN RESOURCE INFORMATION SYSTEM

The HRD has a strong human resource information system, which is supported by the
technology division of BBL. The information system includes the following:

Record Maintain and

monitoring the employee
profile.

Record Pay roll system and

functions

Design Job analysis system,

performance appraisal,
process record applicants
application
Link with other department in
intranet and extranet. High
speed Internet connections are
also connected for
downloading HR related
software.

SWOT analysis is an important tool for evaluating the companys Strengths,

Weaknesses, Opportunities and Threats. It helps the organization to identify how to
evaluate its performance and scan the macro environment, which in turn would help
organization to navigate in the turbulent ocean of competition.

25

Strengths
Company reputation: BRAC bank has already established a favorable reputation in the
banking industry of the country particularly among the new comers. Within a period of 6
years, BBL has already established a firm footing in the banking sector having
tremendous growth in the profits and deposits. All these have leaded them to earn a
reputation in the banking field
Sponsors: BBL has been founded by a group of eminent entrepreneurs of the country
having adequate financial strength. The sponsor directors belong to prominent resources
persons of the country. The Board of Directors headed by its Chairman Mr. F H Abed.
Therefore, BBL has a strong financial strength and it built upon a strong foundation.
Top Management: The top management of the bank is also major strength for the BBL
has contributed heavily towards the growth and development of the bank. The top
management officials have all worked in reputed banks and their years of banking
experience, skills, expertise will continue to contribute towards further expansion of the
bank. At BBL, the top management is the driving force and the think tank of the
organization where policies are crafted and often cascaded down.
Facilities and equipment: BBL has adequate physical facilities and equipments to
provide better services to the customers. The bank has computerized and online banking
operations under the software called MBS banking operations. Counting machines in the
teller counters have been installed for speedy service ant the cash counters. Computerized
statements for the customers as well as for the internal use of the banks are also available.
Impressive branches: This creates a positive image in the minds of the potential
customers and many people get attracted to the bank. This is also an indirect marketing
campaign for the bank for attracting customers. 26 Branches of the bank are impressive
and are compatible to foreign banks.
Interactive corporate culture: BBL has an interactive corporate culture. Unlike other
local organization, BBLs work environment is very friendly, interactive and informal.
There are no hidden barriers or boundaries while interacting between he superior or the
subordinate.
The environment is also lively and since the nature of the banking job itself is
monotonous and routine, BBLs likely work environment boosts up the spirit and
motivation of the employees.
Teamwork at mid level and lower level: At BBLs mid level and lower level
management, there are often team works. Many jobs are performed in groups of two or
three in order to reduce the burden of the workload and enhance the process of
completion of the job. People are eager to help each other and people in general are
devoted to work.
26

Weaknesses
Advertising and promotion of SME loan: This is a major set back for BBL and one of
its weakest areas. BBLs adverting and promotional activities are satisfactory but it SME
loan is not advertised well. It does not expose its SME product to general public and are
not in lime light. BBL does not have neon sign or any advertisement for SME loan in the
city. As a result people are not aware of the existence of this bank.
NGO name (BRAC): BRAC is one of the largest NGO of the world and it is operating
its activities in Bangladesh. BRAC bank is not a NGO bank but many people of them
country consider it as a NGO bank like Grameen Bank which is not correct.
Low remuneration package: The remuneration package for the entry and the mid level
management is considerably low. The compensation package for BBL entry-level
positions is even lower than the contemporary banks. Under the existing low payment
structure, it will be very difficult to attract and retain higher educated employees in BBL.
Specially CROs are not satisfied with compensation package provided to them.

Opportunities
Diversification: BBL can pursue a diversification strategy in expanding its current line
of business. The management can consider options of starting merchant banking or
diversify in to leasing and insurance. By expanding their business portfolio, BBL can
reduce their business risk.
Product line proliferation: In this competitive environment BBL must expand its
product line to enhance its sustainable competitive advantage. As a part of its product line
proliferation, BBL can introduce the following products.
ATM: This is the fastest growing modern banking concept. BBL should grab this
opportunity and take preparation for launching ATM. Since BBL is a local bank, they can
form an alliance with other contemporary banks in launching the ATM.

Threats
Multinational banks: The emergence of multinational banks and their rapid expansion
poses a potential threat to the new growing private banks. Due to the booming energy
sector, more foreign banks are expected to arrive in Bangladesh. Moreover, the already
existing foreign bank such as Standard Chartered is now pursuing an aggressive branch
expansion strategy. This bank is establishing more branches countrywide and already
27

launched is SME operation. Since the foreign banks have tremendous financial strength,
it will pose a threat to local banks.
Upcoming banks: The upcoming private local banks can also pose a threat to the
existing private commercial banks like BBL. It is expected that in the next few years
more local private banks may emerge. If that happens the intensity of competition will
rise further and banks will have to develop strategies to compete against an on slaughter
of foreign banks.
Contemporary banks: The contemporary banks of BBL such as Dhaka bank, prime
bank, and Dutch Bangla are its major rivals. Prime bank and other banks are carrying out
aggressive campaign to attract lucrative clients as well as big time depositors.
Default culture: This is a major problem in Bangladesh. As BBL is a new organization,
the problem of non-performing loans or default loans is very minimum or insignificant.
However, as the bank becomes older this problem arises and the whole community
suffers from this chronic diseases. BBL has to remain vigilant about this problem so that
proactive strategies are taken to minimize this problem if not elimination.

12. CONCLUSION

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The Human resource department of BRAC Bank Limited (BBL) is strong, supportive to
its employees as well as the HRD coordinate the other department in an effective way so
that the organization goals can be achieved. The corporate culture at BBL grew over last
9 years is such that the members of the staff have ample opportunities to take initiative
and responsibilities. The challenge is to maintain a business like committed corporate
culture that matches BBLs mission. Organization success depends on the skill
manpower and skill man power provided by the human resources department. Now-adays the role of HRD is very important. The biggest multinational company control
there large amount of employee through HRD. Organizations throughout the world are
quickly changing and improving the quality. This quality is control by the appraisal
process, which include a Varity of assignment. Retention of excellent employee is one of
the most important challenges in organizations today. So the HRD of BBL are conscious
about the global challenges and they always try to develop the HRD and therefore the
HRD of BBL is trustworthy to its employees because the HRD stated --Finding and keeping the best employees.

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13. RECOMMENDATION

The human resource department of BRAC Bank Limited (BBL) is running wealthy. But
some factors should be included and be conscious which are suggested below:

The job analysis should be more attractive and specific.

Human resource information system (HRIS) should be used widely. Modern
technology, equipment and material should be linked in this system.
Marketing division is weak. Because marketing division is under a operation division.
So the marketing division should be separated so that the marketing executive feel
comfortable and work independently.
Transportation facilities should be given to the junior officers.
The employee complaint box should be set up in HRD so that the HR specialist can
realize the employees problem and can solve.

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14. APPENDIX

1. Articles of BRAC Bank Foundation

2. Annual Report 2006
3. Employee manual script provide by executive officer of HRD
4. www.bracbank.com
5. Bank Bulletin
6. The Financial Express

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