Professional Documents
Culture Documents
0
Introduction
1|Page
1.1 Background of the Study:
This report has been prepared as a partial requirement, a six-week internship program, of
Bachelor of Business Administration (BBA) degree.
Education is a combination of both theoretical and practical knowledge. Without any of the
two, the education is considered incomplete. In our BBA program we have gained
knowledge about many subjects. But most of them were theoretical knowledge. Recognizing
the importance of practical experience in completing our education internship requirement is
mandated.
My internship period in IFIC Bank started on January 01,2013 and ends on February
17,2013. During my internship period, I got the opportunity to work in HR department of
IFIC Bank. Based on my practical work experience and in light of the guidelines of my
supervisor Prof. Swapan Kumar Bala, this report is prepared.
2|Page
1.4 Rationale of the Study:
HR is one of the most important activities carried on by an organization. As the business
world is becoming more and more competitive, the importance of human resource is
constantly increasing. The organizations are gradually recognizing human resource as a
valuable asset. That is why to keep pace with the dynamic business world organizations are
striving towards developing their human resource and explore new dimensions for potential
improvement of employees.
IFIC Bank is one of the most renowned first generation banks in Bangladesh. To keep pace
with the changing dimensions of business world the bank strives to achieve its goal with a
dynamic workforce. EPA helps to develop a unique and dynamic workforce if implemented
in an efficient manner. This study is conducted to provide an overview of EPA system of a
first generation bank that intends to bring about a meaningful change in its workforce.
3|Page
Chapter 2.0
Methodology
4|Page
2.1 Type of Study:
There can be a number of types for research and studies descriptive, analytical,
quantitative etc. This report is a descriptive study. Most of the information used in it is
descriptive in nature.
Information was collected through discussion with important personnel of the Bank.
No formal questionnaire was prepared rather information was collected through
informal discussion. With an informal discussion with the VP of HR department,
information about the following factors are collected
The current EPA method, its benefit and the reason for choosing this method over
the previous method
The goal of Bank that it wants to reach through current EPA method
Secondary Sources: Other than the primary sources many other secondary sources are
also used for collecting information. The sources are
5|Page
Other websites
6|Page
Chapter 3.0:
Overview of IFIC Bank Ltd
7|Page
3.1 Background of IFIC Bank:
International Finance Investment and Commerce Bank Limited (IFIC Bank) is one of the
renowned first generation banks in Bangladesh. This 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 abroad. The Government
held 49 per cent shares and the rest51 per cent were held by the sponsors and general public.
In 1983 when the Government allowed banks in the private sector, IFIC was converted into
a full-fledged commercial bank. The Government of the Peoples Republic of Bangladesh
now holds 35% of the share capital of the Bank. Leading industrialist as of the country
having vast experience in the field of trade and commerce own 34% of the share capital and
the rest is held by the general public. The Bank is being managed by a group of highly
experienced professionals with diversified experience in finance and banking. The
Management of the bank constantly looks after customers satisfaction and believes that a
satisfied customer is a great Ambassador. The bank has already ranked as one of the quality
service providers & is known for its reputation. The offers the full range of banking services
for personal and corporate customers, covering all segments of society within the
framework of Banking Company Act and rules and regulations laid down by our central
bank. All activities of the Bank including its products and services are mainly for different
economic groups of Bangladesh at home & abroad. Bangladeshi expatriates living abroad in
different countries form a strong economic group who contribute greatly towards the
economic development of the country.
8|Page
IFIC Banks position unique in giving quality service to all institutions and individuals that
IFIC Bank care for.
IFIC Bank are committed to the welfare and economic prosperity of the people and the
community, for IFIC Bank drive from them its inspiration and drive for onward progress to
prosperity.
In an intensely competitive and complex financial and business environment, IFIC Bank
particularly focuses on growth and profitability of all concerned.
2. Active excellence in customer service through providing the most modern and advance
state of art technology in the different spheres of banking.
3. To participate in the industrial development of the country to encourage the new and
educated young entrepreneurs to undertake productive venture and demonstrate their
creativity and participate in the national development.
4. To provide credit facilities to the small and medium size entrepreneur located in urban and
suburban areas easily accessible by the banks branches.
Fairness: Striving to offer the best to the customers equitably with transparency
9|Page
Innovations: Encouraging & nurturing creativity
The CEO and Managing Director, Deputy Managing Director and Head of Divisions are
responsible for achieving business goals and overseeing the day to day operation. The CEO
and Managing Director is assisted by a Senior Management Group consisting of Deputy
Managing Director and Head of Divisions who supervise operation of various Divisions
centrally and co-ordinates operation of branches. Key issues are managed by a Management
Committee headed by the CEO and Managing Director. This facilitates rapid decisions.
There is an Asset Liability Committee comprising member of the Senior Executives headed
by CEO and Managing Director to look into all operational functions and Risk Management
of the Bank.
10 | P a g e
Organizational Hierarchy:
Board of Directors
Managing director
Senior executive vice president
Vice president
Officer Grade-I
Management Trainee
Officer Grade-II
Computer Officer
Cash Officer
Office Assistant (selection grade)
Office Assistant
Support Staff
11 | P a g e
A Branch Organogram of IFIC Bank:
Relationship Manager
Manager Operations
MD
12 | P a g e
3.7 Human Resource:
Human Resources Development is focused on recruitment and in-house training for both on
the job and off the job Bank staff members through the Banks Academy. 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.
Academy is fully equipped with a professional library, modern training aids and
professional faculty. Library has about 4941 books on banking, economics, accounting,
management, marketing and other related subjects.
Main training activities consist of in-depth foundation programmes for entry level
Management Trainees. Specialized training programmes in the areas like general banking,
advance, foreign exchange, marketing and accounts etc. are also organized by the Academy
depending on need.
Frequently outreach programmes are organized to meet demand for new and specialized
skills. During its 23 years of existence, Academy not only conducted courses, workshops
and seminars as required by the Bank, but it also organized training programmes for the
Bank of Maldives, Nepal Bangladesh Bank Limited and Oman International Exchange LLC.
In addition, Academy has also the credit of organizing system of Bank of Maldives.
In addition to conducting courses internally, The Academy also selects candidates for
nomination to various courses conducted by distinguished training organizations in the
country including Bangladesh Bank Training Academy and Bangladesh Institute of Bank
Management.
The Academy also re-designs its courses, programmes etc, regularly to meet the requirement
of new skills arising out of various directives, guidelines of the Central Bank and significant
changes in the banking sector from time to time.
13 | P a g e
3.9 Technology
Since the beginning of its journey as a commercial bank in 1983, IFIC Bank has been giving
great emphasis on the adoption of modern technology. It became the pioneer in the field of
automation by introducing computerized branch banking right in the same year.
Subsequently, all the branches were brought under similar automated platforms with
upgraded software applications to offer all the critical banking features. At present all 65
domestic branches are fully computerized under networked environment.
The Bank has taken up a new project with Misys International Banking System Inc. (UK) to
further upgrade its banking operation to state-of-art world class on-line banking solutions to
provide faster and even more convenient centralized services to the clients.
Besides, the Bank is also operating fully on-line Automated Teller Machine (ATM) services
under the banner Q-Cash at a number of locations in Dhaka and Chittagong. The ATM
facilities are available to the customers at Q-Cash booth.
Since the importance of Web presence in the Internet is absolutely critical, IFIC Web Site
www.ificbankbd.com has long been launched for the convenience of the customers, where
all the activities and information are constantly being posted and updated. A Central
Mailing System is operational at the Head Office to let the customers have direct electronic
access to the selected staff.
1982 - Obtained permission from the Govt. to operate as a commercial Bank, Set up
its first overseas joint venture (Bank of Maldives Limited) in the Republic of
Maldives (IFICs share in Bank of Maldives limited was subsequently sold to
Maldives Govt. in 1992)
1985 - Set up a joint venture Exchange Company in the Sultanate of Oman, titled
Oman Bangladesh Exchange Company (Subsequently renamed as Oman
International Exchange, LLC)
14 | P a g e
1994 - Set up its first joint venture in Nepal for banking operation, titled Nepal
Bangladesh Bank Ltd.
1999 - Set up its second joint venture in Nepal for lease financing, titled Nepal
Bangladesh Finance & Leasing Co. Ltd. (Which was merged with NBBL in 2007)
2005 - Acquired MISYS solution for real time online banking application
2007 - Launched VISA branded Credit Card (completed full range of Cards i.e.
Debit, Credit & Prepaid by 2010)
15 | P a g e
Chapter 4.0
EPA: A Conceptual Overview
16 | P a g e
4.1 Definition:
EPA is an evaluation process of an employee with regard to his job performance. It is a
formal system of review and evaluation of individual or team task performance. The
appraisal measures skills and accomplishments with reasonable accuracy and uniformity. It
provides a way to help identify areas for performance enhancement and to help promote
professional growth.
Review of potential and development needs - predicts the level and type of work that
employees will be capable of doing in the future and how they can be best developed for the
sake of their own career and to maximize their contribution to the organization.
Reward reviews - determine the 'rewards' that employees will get for their past work. The
reward review is usually a separate process from the appraisal system but the review is often
assisted by information provided by the EPA.
17 | P a g e
Determining the need for personnel training and development
Predicting the performance of a job applicant
The performance management process begins with leadership within the organization
creating a performance management policy. Primarily, management governs performance
by influencing employee performance input (e.g. training programs) and by providing
feedback via output (i.e. performance assessment and appraisal. The PA process should be
able to inform employees about the organization's goals, priorities, and expectations and
how well they are contributing to them.
There are no steadfast rules about the frequency or timing of the appraisal process. It can be
carried out half yearly, quarterly, yearly or in any frequency that the management thinks
necessary. But generally, EPAs are conducted at least annually, and annual employee
performance reviews appear to be the standard in most organizations.
Objective production
The objective production method consists of direct, but limited, measures such as sales
figures, production numbers, the electronic performance monitoring of data entry workers,
etc. The measures used to appraise performance would depend on the job and its duties.
18 | P a g e
Although these measures deal with unambiguous criteria, they are usually incomplete
because of criterion contamination and criterion deficiency.
Criterion contamination acknowledges that the variability of performance can happen due to
factors beyond employees control. Criterion deficiency refers to the fact that the quantity of
production does not necessarily indicate the quality of the products. Due to these bias, data
collected in objective method most often provide incomplete result.
Personnel
The personnel method is the recording of withdrawal behaviors (i.e. absenteeism,
accidents). Most organizations consider unexcused absences to be indicators of poor job
performance, even with all other factors being equal. But this is subject to criterion
deficiency. The quantity of an employees absences does not reflect how dedicated he/she
may be to the job and its duties. For this reason, the validity of this method is questionable.
Judgmental evaluation
Judgmental evaluation appears to be a collection of methods. A common approach to
obtaining PAs is by means of raters. The main methods used in judgmental EPA are:
Graphic Rating Scale: graphic rating scales are the most commonly used system in PA. On
several different factors, subordinates are judged on 'how much' of that factor or trait they
possess. Typically, the raters use a 5- or 7-point scale; however, there are as many as 20-
point scales.
Behavioral Checklists and Scales: In this method, Supervisors record behaviors of what
they judge to be job performance relevant and keep a running tally of good and bad
behaviors. A discussion on performance may then follow. The behaviorally anchored rating
scales (BARS) combine the critical incidents method with rating scale methods by rating
performance on a scale but with the scale points being anchored by behavioral incidents.
19 | P a g e
4.6 EPA Process:
The starting point for the EPA process is identifying specific performance goals. An
appraisal system cannot effectively serve every desired purpose, so management should
select the specific goals it believes to be most important and realistically achievable. The
system the organization chooses must specifically meet its desired goal. Too many EPA
systems fail because management expects too much from one method and does not
determine specifically what it wants the system to accomplish.
The next step in this ongoing cycle continues with establishing performance criteria
(standards) and communicating these performance expectations to those concerned. Then the
work is performed and the supervisor appraises the performance. At the end of the appraisal
period, the appraiser and the employee together review work performance and evaluate it
against established performance standards. This review helps determine how well employees
have met these standards, determines reasons for deficiencies, and develops a plan to correct
the problems. At this meeting, goals are set for the next evaluation period, and the cycle
repeats.
20 | P a g e
4.7 EPA Methods:
Managers may choose from among a number of appraisal methods. The type of EPA system
used depends on its purpose. If the major emphasis is on selecting people for promotion,
training, and merit pay increases, a traditional method, such as rating scales, may be
appropriate. Collaborative methods, including input from the employees themselves, may
prove to be more suitable for developing employees.
During a certain period, a manager prepares annual confidential reports for each subordinate
who reports to him. In these reports, he talks of the highs and lows of the employee
performance in the past year. This report is tabulated and documented by the human
resources department and forwarded to management for a decision on the employees future
in the organization. The drawback here is that the employee does not get the chance to make
improvements on his performance as this report is kept confidential.
MBO Method
The 360-degree feedback evaluation method is a popular EPA method that involves
evaluation input from multiple levels within the firm as well as external sources. The 360-
degree method is unlike traditional performance reviews, which provide employees with
feedback only from supervisors. In this method, people all around the rated employee may
provide ratings, including senior managers, the employee himself for herself, supervisors,
subordinates, peers, team members, and internal or external customers. As many as 90
percent of Fortune 500 companies use some form of 360-degree feedback for either
employee evaluation or development. Many companies use results from 360-degree
programs not only for conventional applications but also for succession planning, training,
and professional development.
21 | P a g e
available to permit managers to give the ratings quickly and conveniently. The 360-degree
feedback method may provide a more objective measure of a persons performance.
Rating scales method is an EPA method that rates employees according to EPA defined
factors.
Using this approach, evaluators record their judgments about performance on a scale. The
employees according to scale include several categories, normally 57 in number, defined by
adjectives such as defined factors. Outstanding, meets expectations, or needs improvement.
Although systems often provide an overall rating, the method generally allows for the use of
more than one performance criterion.
Rating scales method is very popular because of its simplicity, which permits quick
evaluations of many employees. When the ratings are quantified, the method facilitates
comparison of employees performances.
The factors chosen for evaluation are typically of two types: job-related and personal
characteristics. Job-related factors include quality and quantity of work, whereas personal
factors include such behaviors as interpersonal skills and traits, like adaptability. The
appraiser completes the form by indicating the degree of each factor that is most suitable for
the employee and his or her performance. These rates are then converted into grades or
points. In case of extreme rating, appraiser can add comment supporting his or her rating.
The critical incident method is a EPA method that requires keeping written records of highly
favorable and unfavorable employee work actions. When such an action, a critical incident,
affects the departments effectiveness significantly, either positively or negatively, the
manager writes it down. At the end of the appraisal period, the rater uses these records along
with other data to evaluate employee performance.
With this method, the appraisal is more likely to cover the entire evaluation period and not
focus on the past few weeks or months.
The work standards method is a EPA method that compares each employees performance to
a predetermined standard or expected level of output. Standards reflect the normal output of
an average worker operating at a normal pace. Firms may apply work standards to virtually
all types of jobs, but production jobs generally receive the most attention. An obvious
advantage of using standards as appraisal criteria is objectivity.
22 | P a g e
In order for employees to perceive that the standards are objective, they should understand
clearly how the standards were set. Management must also explain the rationale for any
changes to the standards.
Ranking Method
The ranking method is a EPA method in which the rater ranks all employees from a group in
order of overall performance. For example, the best employee in the group is ranked highest,
and the poorest is ranked lowest. This procedure is repeated until all employees are ranked. A
difficulty occurs when all individuals have performed at comparable levels.
Paired comparison is a variation of the ranking method in which the performance of each
employee is compared with that of every other employee in the group. A single criterion,
such as overall performance, is often the basis for this comparison. The employee who
receives the greatest number of favorable comparisons receives the highest ranking.
23 | P a g e
Chapter 5.0
24 | P a g e
Working as an intern in HR Department of IFIC Bank Ltd., I got the opportunity to work in
an EPA project. This opportunity has led me to some important findings about their EPA
process.
IFIC Bank previously used Annual Confidential Report (ACR) as their EPA method. In
2011, HR Department initialized Annual EPA (APA) as the current EPA method.
The appraisal is carried on annually by the supervision of HR. Each supervisor at branch,
department, or division level is authorized to appraise his or her subordinates. Again, the
immediate supervisor of the appraiser has the discretion to re-appraise the appraisee. Finally,
Employee Performance Appraisal Review Committee get to review the appraisal form for
formal approval.
25 | P a g e
information about his personal traits and qualities, behavioral aspects, attitude of work etc. In
real sense a confidential report is nothing but the impression of the superior about his
subordinates.
Most organizations in Bangladesh used this method for appraising their employees
performance for a long time. Especially many government organizations still practice this
method to a great extent. IFIC Bank used this method earlier.
Once widely used, this method is being replaced by more effective and interactive methods.
Bangladesh Bank has already implemented MBO method as its appraisal tool. IFIC Bank has
recently shifted from ACR to MBO method.
26 | P a g e
5.5 Current Method MBO Method:
Currently IFIC Bank is implementing another method that is more effective-Management by
Operation (MBO) or 180 Degree method. It is a method that not only provides employees
with feedback from supervisor but also the opportunity to actively participate in the process.
Unlike the ACR method, this report ensures transparency by providing the employees with
access to own appraisal.
The essence of MBO is participative goal setting, choosing course of actions and decision
making. An important part of the MBO is the measurement and the comparison of the
employees actual performance with the standards set. Ideally, when employees themselves
have been involved with the goal setting and choosing the course of action to be followed by
them, they are more likely to fulfill their responsibilities.
Due to certain limitations in ACR method IFIC Bank in 2011 shifted to MBO method.
Every branch, departments, divisions and affiliates now follow this method. It has facilitated
the appraisal process with objectivity, transparency and better communication.
Motivation Involving employees in the whole process of goal setting and increasing
employee empowerment can increase employee job satisfaction and commitment.
Better communication and coordination Frequent reviews and interactions between
superiors and subordinates helps to maintain harmonious relationships within the
organization and also to solve many problems.
Dedication to goals- Subordinates tend to have a higher commitment to objectives they
set for themselves than those imposed on them by another person. Managers can ensure
that objectives of the subordinates are linked to the organization's objectives.
Better control: Each employee directly involves with the setting of the goal assigned to
him. So he clearly understands the goal. In case of any discrepancy, the responsibility
can be clearly assigned. It ensures better control throughout the organization.
It ensures transparency and effectiveness.
27 | P a g e
5.7 EPA Process of IFIC Bank Ltd.:
Although employee appraisal is done in every level by the organization, it is the HR
department that authorizes the entire EPA process. At a specific time in a year, the process
is carried out. Employees recent task or project completion is given high priority in
appraisal process.
It is a long ranged and widespread process. HR department gives high priority in this
activity. The process starts with setting up of goal and ends with recommendation based on
appraisal rating.
Setting Goal:
MBO method is based on the core concept of interactive management. This encourages
involving employees in the goal setting process. The goal of the organization is set through a
discussion between the supervisor and the subordinate. This goal is set for organization as a
whole. Every branch, department and division is equally responsible for carrying out the
goal. So this general goal is then allocated to each segment. During this allocation, a
28 | P a g e
discussion takes place between the employee and supervisor regarding whether the allocation
is practicable by the Employee. Based on the discussion, the goal for that specific branch or
division is allocated.
Setting Targets:
Once the goal is set, the targets for each specific sector are determined. The goal fulfillment
is the responsibility of all the employees of a particular segment of the organization. This
goal is distributed among individual employees through various sectors, like-
Deposit target
Import target
Export target
Advances target
Guarantee target
Operating Profit target
The goal and target setting process can be illustrated through an example-
Let, the operating profit goal for the Bank is set at 250 crore for the current financial year.
This goal has to be carried on by every segments of the Bank. The allocation of this profit
target for Gulshan Branch is tk. 2 million. This tk. 2 million is then divided among all the
employees (except for the support staff, who are appraised on somewhat different basis) of
that branch. For an employee the target is at tk. 20000. The employee then is appraised on the
basis of this target, how much he has been able to fulfill the target.
Actual Performance:
Once the individual target for employees is set, each employee works toward reaching the
target. This target works as the guideline for their task schedule.
Employees actual performance is compared with their set target. This comparison is done
with respect to some sectors, like-
29 | P a g e
Deposit
Advances
Export
Import
Guarantee
With regard to these sectors, it is evaluated how an employee performed with respect to each
sector.
Self Appraisal:
After evaluation of actual performance with regard to target performance, an employee self
rates his performance. For every targeted objective he rates himself. This rating is done on
the basis of the employees evaluation of his own performance compared to the target
performance.
The point to be remembered here is that, in this stage it is not only the business target that is
considered. Employees personal characteristics that can significantly affect organizational
goal are also given due consideration. Again employees compliance with internal rules,
regulation and any other authoritative body is also considered for appraisal.
Appraisal by Appraiser:
The employee appraises himself on the basis of certain factors. After the self appraisal,
Appraiser appraises the employee on the same factors. This appraised rating can be very
different from the self appraisal. Appraiser appraises employee on the qualitative as well as
quantitative factors. Based on the evaluation on how much of the targeted goal the employee
has been able to fulfill, his immediate supervisor or appraiser rates him.
The appraised form is submitted to the appraisers supervisor for approval. The appraisers
supervisors review the appraised form and then make necessary adjustments. Then he
approves it by signing in it.
The final approval authority lies with the Employee EPA Review Committee. From all the
branches, departments and divisions Employee Appraisal Forms are sent for approval of the
committee. This committee thoroughly scrutinizes all the forms and makes adjustments
accordingly. Throughout this adjustment process the recommendation can be accepted with
or without any modification. Or it can be rejected and new recommendation can be suggested
and considered for implementation. With this final approval the employee appraisal process
comes to its end.
30 | P a g e
Performance Appraisal Report
(Appraisal Period .to)
PERSONAL DATA
PART-I (To be filled in by the Appraisee )
2. Designation:
3. Place Of Posting:
Rating Of Performance
This form will be the basis for further promotion, bonus, increment and other performance based reward for the
appraisee. Therefore evaluators are requested to evaluate fairly and sincerely.
. ..
31 | P a g e
Part 1 Personal Information:
. ..
This part deals with a general overview of business position of the segment of the
organization before and after the Appraisee joined that segment. It facilitates the
determination of the contribution of the Appraisee in the quantitative term.
32 | P a g e
Achievement of Business Target in year..
PART-III (Total Marks : 30 )
Operating Profit
33 | P a g e
Part III (continued)
Marks Allocation:
100% 50
80%-99% 40
70%-79% 35
60%-69% 30
50%-59% 25
40%-49% 29
40% or below 0
..
..
(signature of the appraisee) (signature of the appraiser)
(signature of the appraisee) (signature of the appraiser)
This part analyses and evaluates the achievement of business targets by the Appraisee in
current year. Actual performance of the Appraisee is compared with target performance. This
part is again divided into two partsfirst part considers achievement of business targets
through various sections like,
Deposit
Advances
Export
Import
Guarantee
34 | P a g e
COMPLIANCE (MARKS-10)
PART-IV
This part analyzes the Appraisees compliance with internal and external regulatory
requirements. Information for this report is provided by Internal Control & Compliance Division.
35 | P a g e
Competency & Leadership Quality (Marks-40)
PART-V
Total
Points indicator
05 04 03 02 01
..
36 | P a g e
Part 5 Competency & Leadership Quality:
In this part the Appraisees Competency and Leadership Quality is assessed through the
following parameters
Knowledge of Business
Interpersonal Relationship
Leadership Quality & Decision Making Ability
Initiative & Drive
Team Management
Creativity & Innovation
Customer Relationship
Technological Knowledge
37 | P a g e
Final Rating
PART-VI
Part IV Out of 10
Part V Out of 40
Total
..
38 | P a g e
Part 6Final Rating:
Based on the evaluation on the previous parts, final rating is done in this part. Both the
Appraisee and Appraiser rating here. After the self appraisal, Appraisee can put comment
supporting his rating.
Recommendations of Appraiser
PART-VII
Recommendations (put initials in the appropriate box)
. ..
39 | P a g e
Part VII (cont..)
Appraisers Comment
..
(signature of appraiser)
Agreement by Appraisee
..
40 | P a g e
Part 7Recommendations of the Appraiser:
After rating the Appraisee, the Appraiser suggests some recommendations based on the final
rating awarded by the Appraiser. The Appraiser then has to comment by supporting the logic
of his recommendations.
Then the Appraisee agrees or disagrees with the recommendations suggested. In case of
disagreement, he has to put on a strong argument for his disagreement.
After that the Appraisers Supervisor approves or deny the recommendations suggested.
Again he can modify the suggestions and accepts. He can add any further recommendations
by a comment.
1.
2.
3.
4.
5.
6.
7.
. .. ..
41 | P a g e
Part 8 Business Objective for Next Year:
Based on the final rating, business objective for different business areas is determined in this
part.
PART-IX
Title of the Training Duration
1.
2.
3.
4.
5.
..
Based on the final rating and overall evaluation of the Appraisee, the Appraiser recommends
certain necessary trainings to be taken by the Appraisee. The Appraiser can fix up the
duration of the recommended trainings as he deems fit.
42 | P a g e
5.8 EPA Evaluation Process:
Appraisal method to a great extent depends on how the employee performance is evaluated.
Organizations choose from a number of evaluation systems. Again the process chosen by the
organization largely depends on the purpose of the organization.
IFIC Bank strives to ensure an objective, efficient and sound appraisal system to guide
employees toward the organizational goal through an interactive and effective way. The
management tries to achieve this goal through the use of MBO process.
Once the employees are rated on the basis of certain criteria (explained in the previous
section), they are then been evaluated.
The total evaluation is done on the scale of 100 marks. This total marks is distributed into
different categories.
This part evaluates an employees performance on the achievement of target business goal.
This analysis is done again on two segments.
Each employee has to fulfill a target on different sectors. Marks allocation for this segment is
30. The sectors include-
Deposits
Loans & Advances
Foreign Trade: Import
Foreign Trade: Export
Guarantee Business
The maximum allocated marks for each sector are 6. An employee self rates his position on
the basis of percentage completed of the target assigned to him. Then the supervisor
appraises on the same scale.
An employee is then evaluated on the basis of his contribution in total operating profit. This
segment is allocated 20 marks out of 50. The percentage of profit earned with regard to the
targeted profit is then evaluated.
This total 50 marks evaluates an employees achievement of business target assigned to him.
43 | P a g e
If for example, an employees targets are as follows:
Deposit tk.25000
Advances tk.20000
If he succeeded to fulfill 80% of Deposits and 60% of Advances, then his percentage of
target completed is-
If he has no other targets in any other sectors, then the marking will be awarded out of 30 in
following way-
Export 0 0 6 0 0 0
Import 0 0 6 0 0 0
Guarantee 0 0 6 0 0 0
(8.4/12)*30=21
44 | P a g e
Stage 2: Evaluation of Compliance (marks-10)
This part considers an employees compliance with internal control system, rules, regulation,
bylaws and any such compliance authority. Rating information in this category will be
provided by Head office, Internal Control & Compliance Division. On the basis of the
information the employee is rated.
points indicator
05 Outstanding
04 Very good
03 Good
02 Average
01 Below Average
The evaluation is done on eight criteria which are of qualitative nature and which mainly
indicates the characteristics of an employee that might have a significant effect on the
workplace. After an employee has rated himself on the specified criteria, his supervisor
appraises him on the same criteria.
In this stage the results from stage 1,2 & 3 are aggregated and a final score is awarded. Based
on the score, the appraiser rate the appraisee on a percentage basis as follows-
In case of self appraisal, this rating can be followed by appraisees comment on his rating
regarding any factors that he considers as hindrances towards the achievement of his goal.
45 | P a g e
Stage 5: Recommendation of the Appraiser:
Based on the final rating, appraiser recommends some initiatives to be taken for the
appraisee. Such initiatives may include-
The first three recommendations stated above are positive recommendations and last two are
non-positive recommendations. The recommendations are based on the rating as following
way-
Rating Recommendations
The Appraisal Process is more or less same throughout the organization. But variations can
be seen with regard to some cases. Such variations are discussed below-
Brach deals with customers in a more direct way than that of the Head Office. Again more
transactions are processed in the Branches. Head Office, on the other hand, deals with
policy implementation, compliance, and other control related activities. Due to these
differences in the operational characteristics, the appraisal process in Branch and Head
Office also differs, though very slightly.
Branch employees have greater target in terms of business sectors and operating profit. They
are responsible for bring about more deposits, guarantees, advances and operating profit.
This reflects in appraisal evaluation process where 50% marks is allocated to this part. Head
Office employees have less target in terms of Business Activities. As a result, the marks
allocated for business activities are less than that of branch.
46 | P a g e
Differences in Employee level:
An organization has different level of employees for different categories of work. Not every
employee does same nature of work. So appraising each employee in same criteria is not
practicable. A Manager and a Cash Officer does very different type of job. As their job
differs, so should be their appraisal system. For this variation occurs.
Competency based Appraisal: For regular-job employees like Cash Officer, Office
Assistant and such, competency based appraisal is used. It is not too different from the
regular appraisal method. These employees too are assigned some limited targets, but these
are not the basis for their appraisal. Rather employees with such job specification are
appraised on the basis of their specific regular job competency.
Trait based Appraisal: This method is used for appraising Support Staffs like-Security
Staff, Office Attendant, Driver and such. No targets are assigned to them. They are simply
appraised on the basis of their personal traits and etiquettes and on how well they are
carrying on their jobs.
The whole process of employee appraisal has been being carried out in a manual system.
But manual system possesses some deficiencies that ultimately threaten the effectiveness of
the appraisal process. The processing of every approval form requires review by immediate
supervisor and appraisers supervisor. Then these needs to be signed and approved by every
related party. Finally Review Committee needs to review all the files. Most of the time
employee personal files are also considered for valuable information regarding employee.
This whole process becomes a very lengthy one when done manually. Automation can solve
this problem.
IFIC Bank is recently undertaking an initiative to automate the appraisal system. A software
naming ORBIT is being developed to conduct the appraisal process through automation.
This initiative is expected to
Increase efficiency in terms of human resource and other sectors of the organization
Decrease cost due to reduced employee need
Save time
Increase employee productivity
Ensure transparency
Ensure equitable reward systems
47 | P a g e
5.11 Weaknesses of the existing EPA:
MBO method is adopted because of its manifold benefits. But there are certain limitations
that can pose threat to its implication. The limitations are as follows:
The proper implementation of any process needs qualified personnel to implement the
method. But all the employees are not properly qualified for this process. Many do not
even understand all the pros and cons of the process.
Though this method is an interactive method and considers employees opinion in setting
goal, it can still face the problem of line of authority. Most of the time the supervisors
appraisal prevails over the appraisal of the subordinate. This hinders the objectivity of
the process to some instance.
Implementation of this new method is still facing resistance from a large part of the
employee. This resistance might result from the lack of proper knowledge about MBO
method.
48 | P a g e
Chapter 6.0
Conclusions & Recommendations
49 | P a g e
6.1 Summary of Major Findings:
The major findings of this study are summarized as follows-
Employee EPA is one of the most important activities carried on by the HR department
of IFIC Bank. This bank has used ACR for its EPA for a long time. ACR is a confidential
report prepared by a supervisor to appraise his subordinate. It does not include an
employees opinion about his target or performance. Due to certain limitations (like- in
transparency, communication gap and such) IFIC Bank has recently abandoned this
method.
Current used method for EPA by IFIC Bank is MBO method. It is an interactive method
that encourages employee involvement in appraisal process. It is adopted for gaining
some benefits, like- transparency, better communication, improved work environment,
increased productivity and such.
EPA process starts with setting goals. Through the steps of setting target, comparing
actual performance with targeted performance, self appraisal, appraisers appraisal,
appraisers supervisors appraisal it comes to the end of the process at approval by EPA
Review Committee. At every step employees involvement is facilitated.
The evaluation of actual performance in comparison with the targeted performance is
done on the basis of some predetermined factors. After the comparison, rating is done on
the basis of qualitative and quantitative factors.
Due to the variation in activities of Head Office and Branch, variation in EPA method for
these two segments of Bank is also seen. Again, differences in employee activity level
results in differences in EPA method. For these differences, two more EPA methods-
competency based and trait based method is used for specific employee category like-
cash officer, support staff and such.
Recognizing the benefits of automation process, IFIC Bank has recently taken initiatives
for automating the EPA process. Through automation certain benefits like-decreased cost,
increased productivity, increased efficiency, transparency are expected to gain.
Implementation of MBO method faces certain weaknesses in IFIC Bank. Lack of
adequate qualified personnel, resistance from a large number of employees, inadequate
training of every related party poses a threat to the effectiveness of MBO method.
50 | P a g e
6.2 Policy Recommendations for Improvement of EPA of the Bank:
Considering recent situation of EPA system of IFIC Bank, some policy recommendations are
suggested below:
Every party related with EPA has to be made properly knowledgeable about MBO
method as well as the whole EPA process. This can be done through formal and informal
communication among the employees of all level. This can reduce the resistance from the
employees part.
Various in-house training, written guidelines, formal and informal training sessions might
be arranged to reduce the gap of knowledgeable, quqlified personnel.
Top management must create an environment where employees will feel free to be
involved in overall EPA process.
Automated EPA needed to be familiarized with all related parties. This training process
should be started as early as possible.
EPA evaluation process can include certain other criteria as the basis of employee
appraisal. This may include- assessing an employees recent project or task performance.
Employees gradual development in case of performance can also be considered in a
more precise form.
51 | P a g e
6.3 Concluding Remarks:
The importance of human resource for an organization is tremendous. An organization with
a dynamic and effective workforce certainly enjoys competitive advantages over its
competitors. Recognizing the fact, IFIC Bank has taken a timely decision to modernize its
HR Management System. Adopting MBO method for EPA system is the first step toward it.
The VP of HR dept. stated that, We are striving toward reaching what it called a change
management. Adopting MBO method for EPA system is certainly the first step towards it.
But challenge lies in proper implementation of MBO method in EPA system. Automation
process can also face difficulties if not handled properly. Adequate workforce with sound
knowledge about MBO method as well as overall EPA system. By successfully and
efficiently meeting the challenges, IFIC Bank can achieve competitive advantage.
52 | P a g e
References:
Rahim, S. Abdur (2012). Performance Appraisal Systems In Private Bank of
Bangladesh:A study on Mercantile Bank, ITARC, Nov. 07,2012, London, UK.
Performance Appraisal,www.iod.com
www.google.com
Wikipedia
www.ificbankbd.com
Beach, Dale,S(1965), Personnel: The Management People At Work, New York, PP 15-
25
53 | P a g e