Chapter-1

Introduction
Bank is the life-blood of the modern economy. Bank is a financial institution, which deals with
the money of the people. There are different types of banks like Central bank, Commercial bank,
Savings bank, Investment bank, Merchant bank, Co-operative bank etc. when we use the term
bank it generally means ‘Commercial Banks’ which collect the deposit from the surplus unit of
the society and then lends the deposits to the deficit units. Trustworthiness is the main
prerequisite to establish a bank. Banks are playing major role to the economic development of
the country through the creation of savings, mobilization of savings through lending in the
profitable sectors. Besides these two activities, now a days banks are providing various service to
its clients. Specially, assistance in foreign exchange, discounting bills, creation of loan deposit,
collection and payment of money on behalf of clients, purchase and sale of shares and securities,
under-writing shares and debentures, safe custody of money and wealth, money transfer,
counseling and issue of bank solvency certificate etc. All these activities help an economy to
grow faster. People i.e., the employees of the organization do all these activities. In a bank, there
are some critical things to understand. For this reason, highly educated, efficient and dedicated
personnel are required to run a bank in this competitive era. So, Human Resource Management
(HRM) is very important to every organization including banks. The success of every
organization depends on human resources. Therefore, employees must be qualified and
motivated enough to achieve the mission and vision and to create and retain competitive position
in the market

1.1 Background of the report:

It is an obligatory requirement of BBA students to be attached to an organization to gain
practical knowledge about the administration and other related issues. This process is called
internship. My internship is completed at IFIC bank Ltd, Nayapaltan branch. After the
completion of the internship, an internship report is needed to be prepared and submitted to the
supervisor. That is why this report is prepared, as part of the academic requirement.

1
1.2 Statement of the problem:
It is not possible to run any organization without man. So every organization has men or Human
Resource. Dealing with Human Resource (HR) is never an easy task to do. To manage and
develop them successfully, the Human Resource Management (HRM) activities are very
important to every organization. The importance of HRM is also the same in the banking sector
or even may be even more than any other organization. As a student of Management my focus
goes to the management issues, particularly on HRM issues in the banking sectors in
Bangladesh. Therefore my study navigated toward the problem and prospect of IFIC bank Ltd.,
Nayapaltan branch. Especially I have focused problems associated with the HRM policy of bank,
job satisfaction level of the employees, compensation, promotion, training, organizational
cultures etc.

1.3 Objective of the study:

The main objective is to analyze HRM prospects and to find the different problems associated
with different HRM activities. Specially:
• To find out different problems of HRM activities
• To judge the employees’ job satisfaction level
• To seek different problems of the employees in the banking sectors
• To identify the reasons for which the problems are created
• To search ways to solve the problems of the organization
• To provide suggestions to solve problems of the employees and the banks

1.1 Limitations of the study:

Nothing is beyond limitations. Everywhere and in every task there must have some sort of
limitations. I also faced some problems at the time of preparing my internship report as well.
The limitations are:
 Lack of availability of data
 Shortage of time
 Company’s restrictions to disclose all information
 Perceptual difference of the employees to measure job satisfaction

2
 Chapter-2:

Methodology

2.1 Variables Covered:

HRM issues have been described in this report. History of the IFIC bank Ltd, its profile,
organizational structure, hierarchical positions of the employees, compensation, selection and
recruitment procedures, welfare program, training procedures, promotion, punishment,
performance appraisal methods, employee participation, career counseling, internship policy, and
all HRM related issues have been analyses here. A sample survey report about job satisfaction of
employee and other HRM issues of the IFIC bank Ltd., Nayapaltan Branch has been analyzed
here.

2.2 Sampling Design:

A survey has been conducted based on the collected data about the employees from the IFIC
bank Ltd., Nayapaltan Branch to measure the job satisfaction level of the employees working in
the banking sectors more particularly in the IFIC bank Ltd., Nayapaltan Branch. A sample of 27
people has been collected for analysis. Data has been statistically analyzed after collecting the
data.

2.3 Methods of collecting data:

a) Primary sources:
•A sample survey of the 22 people from IFIC bank Ltd, Nayapaltan Branch
• Guidelines and suggestions from Internship supervisor Prof. Mr. Altaf Jalil
•Interviewing with the bank officials, specially the various officers of IFIC Bank Ltd.,
Nayapaltan Branch & IFIC academy.

b) Secondary Sources:
• Annual reports of IFIC Bank Ltd

3
 •Different Published Booklets of IFIC Bank Ltd
•Different books
•Various published documents
•Various information from company’s website

2.4 Analytical tools used

Statistical analytical tools such as Mean, Standard Deviation, and Coefficient of variation,
sampling design are used in the report.

4
 Chapter-3

Company Profile

3.1 Profile

International Finance Investment and Commerce Bank Limited (IFIC Bank) is a 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 rest 51 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 People’s Republic of
Bangladesh now holds 35% of the share capital of the Bank. Leading industrialists 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.

3.2 Bank's Mission

The bank’s Mission is to provide service to their clients with the help of a skilled and dedicated
workforce, whose creative talents, innovative actions and competitive edge make their position
unique in giving quality service to all institutions and individuals that IFIC care for.
IFIC Bank Ltd. is committed to the welfare and economic prosperity of the people and the
community, for they drive from them our inspiration and drive for onward progress to prosperity.
It wants to be the leader among banks in Bangladesh and make their indelible mark as an active
partner in regional banking operating beyond the national boundary.
In an intensely competitive and complex financial and business environment, IFIC Bank Ltd.
particularly focuses on growth and profitability of all concerned.

5
3.3 Background of IFIC Bank Limited
During 28th January 1965 The Eastern Banking Corporation inaugurated its operation in East
Pakistan as a commercial bank. After 6 months of its inauguration it has got the status of
Schedule Bank. It was the first Bengali Owned commercial Bank. After liberation the Eastern
Banking Corporation was changed by name as IFIC Bank Ltd. During 1972, it was taken under
national ownership. At that time it’s paid up capital was 69.13 crore and profit figure was 42
lakhs. During September 1983 it was privatized under Privatization Act. At that time its deposit
was 231.03 crore and profit figure was 5.06 crore. Till 2002 its number of branch stands to 198
and its paid up capital was 100 million. 95% of its shareholder is public and rest of share holds
by Government. The bank earned ever-highest operating profit during the year 2002 among all
private banks of Bangladesh (except Islami Bank BD Ltd.). The bank earned an operating profit
of Tk. 131.18 crore during the year 2002.
International Finance Investment and Commerce Bank Limited (IFIC Bank Ltd.) is a 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 verdure banks/ financial institutions abroad. The
Government held 49 percent shares and the rest 51 percent 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 People’s Republic of Bangladesh now holds 34.34 % of share capital of
the Bank. Reputed business people of the country having vast experience in the field of trade and
commerce and the general public own the rest of the share capital of the Bank.

3.4 Milestones in the development of IFIC BANK

1976 - Established as an Investment & Finance Company under arrangement of joint venture
with the govt. of Bangladesh.
1980 - Commenced operation in Foreign Exchange Business in a limited scale.

6
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 (IFIC's share in Bank of Maldives Limited was subsequently sold to Maldives
Govt. in 1992)
1983 - Commenced operation as a full-fledged commercial bank in Bangladesh.
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).
1987 - Set up its first overseas branch in Pakistan at Karachi.
1993 - Set up its second overseas branch in Pakistan at Lahore.
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)
2003 - Overseas Branches in Pakistan amalgamated with NDLC, to establish a joint venture
bank: NDLC-IFIC Bank Ltd. subsequently renamed as NIB Bank Ltd.
2005 - Acquired MISYS solution for real time on-line banking application.
- Core Risk Management implemented.
2006 - Corporate Branding introduced.
- Visa Principal and Plus (Issuer and Require) Program Participant Membership obtained.
2008 - Observing 25th Anniversary of Customer Satisfaction.
2009 - 64 Branches offering Real Time On-line banking facility.

Source: Web site: <ntth://www.ificbankbd.com

/>

3.5 Management Structure

The twelve members of the Board of Directors are responsible for the strategic planning and
overall policy guidelines of the Bank. Further, there is an Executive Committee of the Board to
dispose of urgent business proposals.
Besides, there is an Audit Committee in the Board to oversee compliance of major regulatory
and operational issues.

7
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 Directors are 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.

3.6 Composition of the Board

Unlike other banks in the private sector, Board of Directors of the Bank is a unique combination
of both private and Government sector experience. Currently it consists of 14(fourteen)
Directors. Of them nine represent the rank and status of Joint Secretary/Additional Secretary
represents the Government. Managing Director is the ex-officio Director of the Board.
Here enclose the current list of Board of Directors of IFIC Bank Ltd.

Designation Number of Directors

1. Chairman 01

2. Directors 07

3. Government Director 03

4. Managing Director 01

Total 12

3.7 Board of Directors

01. Mr. Mohammad Lutfar Rahman, Honourable Chairman
02. Mr. Abu Tahir Mohammad Golam Maruf, Honourable Director
03. Mr. Aminur Rahman, Honourable Director
04. Mr. Syed Anisul Huq, Honourable Director

8
 05. Mr. Mohammed Nayem Syed, Honourable Director
06. Mr. S.M. Faruqi Hasan, Honourable Director
07. Mr. Tanim Noman Sattar, Honourable Independent Director
08. Mr. Mahmudul Huq Bhuiyan, Honourable Director
09. Mr. Arastoo Khan, Honourable Director
10. Mr. Syed Monjurul Islam, Honourable Director
11. Mr. Mohammad Ali Khan, Honourable Director
12. Mr. Mosharraf Hossain, Managing Director

Source: Web site: <ntth://www.ificbankbd.com

/>

3.8 IFIC Management Committee

1. Mr. Mosharraf Hossain, Managing Director
2. Mr. Mohammad Abdullah, Deputy Managing Director
3. Mr. A.K.M. Mozharul Hoque, Senior Executive Vice President & Company Secretary
4. Mr. Syed Zahidul Islam, Senior Executive Vice President & Head of Human Resources
Division
5. Mr. S.M. Abdul Hamid, Senior Executive Vice President & Head of Finance and Accounts
Division
6. Ms. Zaitun Sayef, Senior Executive Vice President & Head of Training & Research Division
7. Mr. Shaikh Rashid Ahmed, Executive Vice President & Head of Treasury & International
Banking Division
8. Mr. Narayan Chandra Roy, Executive Vice President & Head of Internal Control and
Compliance Division
9. Mr. Fariduddin Al Mahmud, Executive Vice President & Head of Corporate Banking &
Marketing Division
10. Mr. Wakar Hasan, Executive Vice President & Head of Credit Risk Management Division
11. Mr. Md. Abul Hossain, Executive Vice President & Head of Corporate Communication and
Support Service
12. Mr. Md. Ruhul Amin, Executive Vice President & Head of Remedial Asset Management
13. Mr. Gopal Chandra Guha Roy, Senior Vice President & Head of IT

9
14. Mr. Md. Ataur Rahman, Senior Vice President & Chief Anti Money Laundering Compliance
Officer

3.9 Financial Position 2009:

IFIC BANK LIMITED
Profit and Loss Account
For the year ended December 31, 2008

2008 2007
INCOME Taka Taka
Interest income 3,515,483,197 2,774,571,822
Less: Interest paid on deposits, borrowings, etc. 2,346,781,999 1,896,541,082
Net Interest Income 1,168,701,198 878,030,740

Income from Investment 691,437,620 569,526,765

Commission, exchange and brokerage 874,123,199 754,827,143
Other operating Income 442,911,096 291,334,496
Capital gain 2,430,784 806,234,009
Total operating Income 3,179,603,897 3,299,953,153

Salaries and allowances 933,701,010 924,533,262

Rent, taxes, insurance, lighting and travelling 191,858,248 182,253,843
Legal expenses 2,559,040 5,253,932
Postage, stamp, telegram and telephone 46,276,778 49,015,059
513,500 463,100
Auditors' fee
45,188,275 63,993,380
Stationery, printing and advertisement 69,284,885 353,757,391
Charges on loan loss 4,590,000 2,580,000
Managing Director's salary 1,348,000 1,348,000
Directors' meeting fee 148,544,175 137,075,614
Repair, maintenance and depreciation of assets
Other expenses 113,429,288 76,751,627
Total operating expenses 1,557,293,199 1,797,025,208
Profit before provision 1,622,310,698 1,502,927,945

Provision for adv.,other assets & off balance sheet 305,000,000 38,000,000
items
Profit before tax
1,317,310,698 1,464,927,945
Provision for tax: 660,000,000 500,000,000

10
Current tax 642,581,879 504,731,725
Deferred tax 17,418,121 (4,731,725)
Profit after tax for the year 657,310,698 964,927,945
Retained Profit brought forward 167,245,466 166,018,800
Appropriations 824,556,164 1,130,946,745
Statutory reserve 263,462,140 292,985,589
Retained earnings 561,094,024 837,961,156
Earnings Per Share (EPS) 49.00 71.93

3.10 Capital Reserves

IFIC Bank has been consistently maintaining the ‘Capital Adequacy Ratio’, as prescribed by
Bangladesh Bank. This has been made possible by a policy of building up both capital and
reserves. It started with an Authorized and paid-up Capital of Tk. 100 million and Tk. 63.20 and
Tk. 1341 million respectively in 2008.

3.11 Joint Venture Operation Abroad

1. Oman International Exchange LLC (OIE)
2. Nepal Bangladesh Bank Limited (NB Bank)
3. Nepal Bangladesh Finance & Leasing Limited.
4. NIB Bank Limited (formerly NDLC-IFIC Bank Limited). Pakistan
5. Bank of Maldives Limited

Source: Web site: <ntth://www.ificbankbd.com

/>

3.12 Domestic Branches

The branches of the Bank cover all the important trading and commercial centers in Bangladesh.
At present it has 79 branches within Bangladesh, in addition IFIC Bank has operated two SME
centers in the year 2008. 62 branches are equipped with on-line facilities. Steps are underway to
open new branches in important locations in the country during 2010.

11
Source: Web site: <ntth://www.ificbankbd.com
/>

3.13 Drawing Arrangement for Inward Foreign Remittance

To facilitate inward foreign remittance in Bangladesh, special focus has been given on
establishment of drawing arrangement. IFIC has both Draft Drawing Arrangement and
Electronic Fund Transfer (EFT) arrangement with different Exchange Companies and Banks.

12
ecently IFIC has introduced direct Cash Payment Service, Money Gram, X-press Money &
Banca Popular Di Sondio, Italy and wall Street Finance LLC.

3.14 IFIC Having Drawing Arrangement with Banks:

• Oman International Exchange LLC- Oman.
• Placid N.K. Corporation, USA
• Multinet Trust Exchange LLC, Dubai, UAE
• Al Fardan Exchange, UAE
• Coinstar Money Transfer (CMT), UK
• Money Gram Payment Systems, Inc, USA
• Seylan Bank PLC, SriLanka.
• Xpress Money Services Ltd., UK
• Banca Popular Di Sondio, Italy.

MID Level Management

SVP, FVP, VP, SSO, SO & OG-I.
Executive Level
SEVP, EVP, SAVP & FVP.
Managing Director
Board of Director
• Wall Street Finance LLC

3.15 Level of Management of IFIC Bank Ltd.

Lower Level Management

Office Asstt. Sec. Staff Driver, OG-II, Cash officer & Computer Officer.

3.16 Organization Hierarchy of IFIC Bank Ltd.:

13
 Managing Director

Deputy Managing Director

Assistant Managing Director

General Manager

Deputy General Manager

Assistant General Manger

Senior Principal Officer

Principal Officer

Senior Officer Grade - i

Officer Grade - ii

3.17 Three Departments of the Branch:

Generally, there are three departments in a bank. These are-
i) General banking,
ii) Advance &
iii) Foreign Exchange

Function of general banking department

G B 1 Cash Section
2 Accounts Opening Section

14
 E A 3 Cheque Clearing Section
4 Remittance Section
N N
5 FDR Section
E K 6 Accounts Section
R I 7 Establishment Section

A N
L G

Functions of Advance section involves in providing various credit facilities to the borrowers.
General credit facilities and the interest rate are stated below.
Interest Rate
Credit
a. Overdraft i. Against FDR 3% & Above
the rate allowed
on FDR.
ii. Against Share 14.50%
i. Hypothecation 15.50%
b. Cash Credit ii. Pledge 15.50%
i. Secured 15.50%
c. Demand Loan ii. Unsecured 15.50%

d. Loan Against trust Receipts 15.50%

15.50%
e. Payment Against Document
15.50%
f. Loan Against Import Merchandise
15.50%
g. Inland Bill Purchase
15.50%
h. Foreign Bill Purchase

Foreign Exchange Department deals with the import, export, & opening of LC etc.

3.18 Product’s Of IFIC Bank Limited

Consumer Financing

• Easy Loan( Secured Personal Loan)

• Consumer Durable Loan
• Parua (Education Loan)
• Thikana (House Building Loan)

15
 • Peshajebi Loan (Loan For Professional)
• Flexi Loan (Personal Loan):
i) Any Purpose Loan.
ii) Marriage Loan.
iii) CNG Conversion Loan.
iv) Home Renovation/ Interior Decoration Loan.
v) Medical Loan.
vi) Holiday Loan.

Small Enterprises Financing

• Easy Commercial Loan.

• Retailers Loan.
• Transport Loan.
• Possession Right Loan.
• Possession Right Loan.
• Contractor’s Loan.
• Letter of Guarantee.
• Working Capital Loan.
• Letter Of Credit.
• Loan Against Imported Merchandize
• Loan Against Trust Receipt.
• Bidder’s Loan
• Project Loan.
• Muldhan Loan.
Source: Web site: <ntth://www.ificbankbd.com
/>

3.19Correspondent Banks

16
 COUNTRY Correspondent Swift Address Currency
• U.S.A Standard Charted Bank, New York SCBL US 33 Us Dollar
• U.S.A MSHQ US 33 US DOLLAR
• U.S.A HSBC Bank USA, New York MRMD US 33 Us Dollar
• U.S.A American Express Bank Ltd. New York AEIB US 33 Us Dollar
• HONG KONG Mashreq Bank psc. Hong Kong MSHQHKHH Us Dollar
• U.K Standard Charted Bank, London SCBL GB 2L Us Dollar
• U.S.A City Bank N.A., New York CITIUS 33 Us Dollar
• U.S.A J.P. Morgan Chase Bank N.A., New York CHAS US 33 Us Dollar
• U.K. Standard Chartered Bank, London SCBL GB 2L Gb Pound
• U.K. H.S.B.C. Bank plc, London MIDL GB22 Gb Pound
• SWITZERLAND UBS AG., Zurich UBSW CH ZH Swiss Franc
• JAPAN Bank of Tokyo-Mitsubishi, Tokyo BOTKJPJT Japanese Yen
• GERMANY Hypovereins Bank AG, Munich HYVE DE MM Euro
• GERMANY Commerz Bank AG, Frankfurt COBADEFF Euro
• GERMANY JP Morgan Chase Bank AG, Frankfurt CHAS DE FX Euro
• CANADA HSBC Bank Canada, Toronto HKBCCATT Canadian Dollar
• INDIA Sonali Bank, Kolkata BSONINCC Acu Dollar
• INDIA State Bank of India, Kolkata SBIN IN BB 106 Acu Dollar
• INDIA Standard Chartered Bank, Kolkata SCBL IN BB CAL Acu Dollar
• INDIA American Express Bank Ltd., Kolkata AEIB IN DX CAL Acu Dollar
• INDIA AB Bank Ltd., Mumbai ABBL IN BB Acu Dollar
• INDIA The Hongkong & Shanghai Banking Corporation, Mumbai HSBC IN BB Acu
Dollar
• INDIA ICICI Bank Ltd., Kolkata ICICINBBCTS Acu Dollar
• SRILANKA Nations Trust Bank Ltd., Colombo NTBC LK LX Acu Dollar
• NEPAL Nepal Bangladesh Bank Ltd. Kathmandu NPBBNPKA Acu Dollar
• BHUTAN Bank of Bhutan, Phuentosoling BHUBBTBT Acu Dollar
• PAKISTAN NIB Bank Ltd., KarachiNIBPPKKA Acu Dollar
• AUSTRALIA J.P.Morgan Chase Bank, SydneyCHAS AU 2X Australian Dollar
• AUSTRALIA HSBC Bank Australia Ltd., Sydney HKBA AU 2X Australian Dollar

3.20 Information about the Branch:

Naya Paltan Branch

17
Orchard Plaza, 71, Naya Paltan (1st Floor), Dhaka
Phone: 8361338, 8311851
Mobile: 01713229831; Fax: 8317263

Employees in the branch:

SL. NO. Description No. of Employees
01 Male 16
02 Female 11
Total 27

Branch Management Issue

18
Computer
Branch
Loan
Term &exchange
General
Accounts
Recovery
House
CASH
Import
Export
Foreign Manger
loanadvance
banking
Section
Department (AVP)
department
section
building
Section
Rmt.
(EVP)
Department
Grade-1
(AVP)
Grade-1
Section
(AVP)
Officer
Officer
Grade-1
Officer

Source: IFIC Bank Ltd. Nayapaltan Branch

19
 Chapter-4

Literature Review
4.01 Preview of HRD
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 Bank’s 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 meed 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.

My internship report is on the Human Resources Management (HRM) issues in the banking
sector in the light of the IFIC bank Ltd. So literature review is focused on the HRM
terminologies.

Human Resource Management (HRM): The set of organizational activities directed at

20
attaining, developing and maintaining an effective workforce.

4.02 Why Is Human Resource Management (HRM)?

It is not possible to run any organization (whether it is small or large) without people/ Human
Resources. Organization must satisfy its employees to achieve its objectives. It is not possible
without Human Resource Management (HRM). HRM is important for:

 Hiring capable/ right employees for the organization

 Motivating employees

 Retaining capable employees

 Taking steps for guarding high employee turn-over

 Orientation, training and development of the employees

 Placing employees in the right jobs

 Maintaining good relation among the organizational members

 Developing team sprit, cooperation & morale of the employees

 Delegating the authority & responsibility among the subordinates

 Controlling administration human resources of the organization

Major Human Resource Management (HRM) activities are:

 Job analysis

 Recruitment & Selection

 Orientation, Training and Development

 Compensation Management

 Job evaluation

 Performance appraisals

 Motivating Employees

 Communication

21
4.03 Human Resource Management (HRM) Terminologies:
Job analysis: A systematic procedure for collecting and recording information about the jobs.
Compensation: Compensation is what employees receive in exchange for their work including
their pay and benefits.
Recruitment: the processing of attracting capable individuals to apply for the job that is open.
Internal Recruitment: Internal Recruitment considers current employees as applicants for
higher-level jobs in the organization.
External Recruitment: People are collected from outside the organization to apply for the jobs.
Employment tests: Employment tests are the devices that assess the probable match between
applicants and job requirements.
HRM selection: selection is the choosing capable employees both the job and organization.
Training: Teaching operational or mechanical employees how to do the jobs for which they are
hired.
Development: Teaching managers and professionals the skills needed for both present and
future jobs.
Training and Development process:
Evaluation
Instruction
Implementation
Needs
Validation
analysis
&Design
Follow-up

Training and Development Methods: Assigned readings, behavior modeling, case discussion,
conference, Lectures, on the job training such as job rotation etc.

22
Job evaluation: An attempt to asses the worth of each job relative to other jobs
Performance appraisals: A formal assessment of how well an employee is doing his or her
jobs.
Benefits: Benefits are the things of value other than financial compensation that an organization
provides to its workers.
4.04 Human Resource planning

23
Plan fortrend
Assess
Predict
Forecast
Compare Demand
dealing
internal
external
future
in:demand
with
supply
supply and internal
External labor
supply
predicted shortfalls
marketor over
Current employees
staffing
Future organizational plans
General economic condition

24
 Chapter-5:

Analysis & Findings

5.01 HRD & Research Division:

There is department for HRD & Research at the head office of the IFIC Bank Limited. This
department consists of the following sections:
 Human Resource Development
 Academy
 Research
 Library

5.02 The Academy

At the very beginning, the bank laid a foundation by setting up an academy at Head Office under
Human Resource Division to develop human resource internally. Equipped with a professional
library, modern training aids, professional faculty and other facilities, the Academy of the bank
is a leading one among the banks in private sector. The Academy regularly conducts foundation
courses, specialized courses and seminars in different areas of banking to take care of the
professional needs. In addition, officers are regularly sent to Bangladesh Institute of Bank
Management (BBIM) and Bangladesh Bank training Academy for professional training. Sending
officers abroad for higher training is a regular feature. A Research Department also works in aid
of HRD and other operational areas. The Academy has to its credit the experience of conducting
several courses for the officers of the Bank of Maldives (BML) and Nepal-Bangladesh Bank
Limited. In addition, it built up the training system for the Bank of Maldives Limited.

The academy activities

 IFIC Bank Academy, established in 1983 as in- house training institution, takes care of
the training need of the employees of the Bank. The objectives of the Academy are to:

25
 Make available skilled and dedicated workforce within shortest possible time by reducing
time required for on-the-job training;
 Develop understanding about low and practice of banking through foundation training.
 Impart technical skill to the operational level officers through case studies/practical
experience/demonstration/ project visit for efficient operations;
 Develop analytical & decision making skills of the officers;
 Develop understanding about human/conceptual skill and organizational cultures;
 Impart managerial skills to groom future Executives and to keep existing Executives up-to-
date with national and international environment.

Types of Programs
For fresher’s, Foundation Courses on elementary knowledge of banking are organized.
Specialized Courses on the areas like Credit, Foreign Exchange, Accounts, Inspection, marketing
etc. are meant for officials working in those areas. Senior level courses are run on specific
knowledge area. Certain courses are a blend of different knowledge areas. In addition, certain
priority programs are also being conducted by the Academy. These include program on Anti-
Money Laundering, new skills required to perform new jobs.

5.03 Approaches to Training

Training conducted by the Head Office:
Head Office uses off-the job training namely Lectures, Conference, Workshop, Management
Game, Role playing, Behavior Modeling and Case Study etc.
Training conducted by the Branch:
Branches use on-the job training namely job rotation, Coaching/ under study approach, direct
supervision by the senior managers.

The Academy holds need-based training courses/workshops/seminars etc. which are finalized by
HRD Division in consultation with various departments and senior Executives at Head Office.
Training inputs are constantly reviewed/ modified for achieving the Bank’s objectives.

26
Methods in training include:
Discussion Lecture
Workshop Case study
Games Role play
Film show Simulation
Group work & presentation project visit and so on.

On-The-Job Training
Foundation courses have two parts: theoretical training in the Academy and job rotation. The
officers on probation are requested to undergo both in a period of one tear. During this period,
three-phased training program is effective. On theoretical training in, say, General Banking the
officers are required to undergo rotation in General banking activities under the supervision of
the HRDD. Similar process is followed in case of Credit & Foreign exchange. They report to the
HRDD weekly about the progress in rotation when problem-oriented discussion takes place for
better understanding.

Faculty
THE Academy has built up a pool of professional trainers within the Bank. In addition to
permanent and professional trainers, speakers are drawn from operational side so that on-the-job
experience may be exchanged 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 retired bankers are also regularly
invited to enhance effectiveness of training.

Library
The Academy has a good collection of books, journals, magazines. The books are mainly on
subjects like Banking, Economics, Accounting, Management and Marketing etc. as on
December31, 2006 the library had 5,461 books/titles. The books are issued to the employees
usually for one month. In 1988, the Academy undertook steps to build up Mini Libraries at all

27
the branches outside Dhaka with a view to helping the employees with books and reading
materials for updating and upgrading their knowledge.
Branches are supplied with books /journals etc. for their Mini Libraries from time to time.

5.04 Workforce
Total manpower stood at 2,014 as on December 31, 2006. Out of them 1430 were officers and
584 were non-officer employees. The number of female employees in the Bank on the date was
275. Growth in workforce of the Bank from 1983 to 2006 is given below:

Growth in Workforce
Table: 5.1
Year Officer Staff Total
1983 61 35 96
1985 264 89 432
1990 512 480 992
1995 964 601 1565
2000 1151 549 1700
2005 1415 575 1990
2006 1430 584 2014
2007 1507 614 2121
2008 1610 647 2257

Sources: IFIC Bank Academic Calendar 2009

Gender-wise workforce growth

Table: 5.2
Year Male Female Total
1983 80 16 96
1985 406 26 432
1990 918 74 992
1995 1433 132 1565
2000 1512 188 1700
2005 1717 273 1990

28
2006 1739 275 2014
2007 1760 293 2053
2008 1872 334 2206

5.5 Monthly Compensation Paid To the Employees

Total monthly compensation includes Basic salary; House rent allowances, Conveyance
allowance, Medical allowance, Entertainment allowances, Telephone.

No. Designation of the Employees Total Monthly

Abbreviation Elaboration compensation in taka
01 MD Managing Director 400000 Approx.
02 SEVP Senior executive vice president 100000
03 EVP executive vice president 75000
04 SVP Senior vice president 68800
05 EVP Executive vice president 60350
06 VP vice president 54150
07 SAVP Senior assistance vice 42700
president
08 FAVP First assistance vice president 38600
09 AVP Assistance vice president 34500
10 SSO Senior staff officer 28300
11 SO Staff officer 23600
12 G-1 Officer grade-1 19900
13 PO Provisionary officer 18000
14 G-2 Officer grade-2 13100
15 CASH/COMP Cash/Computer officer 10690
16 OA(SG) Office assistance(security 8000
guard)
17 O. ASSTT. Office assistance 7000
18 DRIVER Driver 6500
19 SS Security staff 5200
20 O. ATT. Office attendance 4850
Monthly Compensation*: Table No.:5.3
*Most of the salary figures may differ from actual amount
Source: IFIC Bank Ltd. Nayapaltan Branch
5.6 Benefits of the Employees
House building loans:
Eligibility for getting loans: Minimum 5 years working experience in the bank

29
Amount of loan: Basic × 150
Rate of interest: Bank Rate + 1% at present it is 6+1=7%
Repayment Time: 20 years
Age: below 40

Car loan:
Eligibility: From AVP level
Minimum Amount: TK. 500000.00
Rate of interest: Bank Rate + 1% at present it is 6+1=7%
Repayment: In 5 years
The Bank & the employee will jointly bear insurance Premium & yearly fitness expense for 5
years.
When an employee takes a car loan, he will get following facilities from the bank:
Driver’s salary: TK. 5000.00
Maintenance cost TK. 8000.00 will be deducted as a repayment installment for 5 years, and
employee will get TK. 8000.00 in hand after 5 years for maintenance in each month.

Provident Fund:
Provident fund forms from the 10% of basic pay band 10% from the bank for all permanent
employees. Employees can take loan from the bank against provident fund.

Insurance Facilities:
IFIC Bank Ltd. has an insurance contract with the Ptogati Life Insurance Llimited for each
employee.

Health insurance
It is for the employees + their spouse + two children.

Each insured member shall be limited to a maximum amount of TK.60000.00 hospitalization fee
for each Plan year except for Major Disease Treatment. In case of Major disease viz., myocardial
infraction (Heart attack), stroke, Coronary artery surgery etc, which are stated in the insurance

30
contract. The total reimbursement of hospitalization expenses shall be limited to TK. 200000.00
per annum.

Group insurance of the employees

Benefit payable 100% of sum Assured: For the loss of both hand or both feet or Sight of the
Both eyes or One Hand and One Foot or One Hand and Sight of One eye or One Foot and Sight
of One eye.
Benefit payable 50% of sum Assured:
One Hand or One Foot or One Sight of One eye

Family Planning Incentive (FPI):

Under this scheme in the event of death of a 4th class married employee (i.e., office Attendant,
Security Staff, Driver) while he/she leaves behind at least one but not more than two children, an
additional sum equivalent to 25% will be paid with the original sum.
Sum Assured Table: 5.4
Category Designation Sum Assured TK
I MD 1500000
II DMD 1200000
III SEVP,EVP,SVP,FVP,VP 800000
IV SAVP,FAVP,AVP 600000
V SSO,SO,GR-1,PO 400000
VI GR-2,cash/ computer officer 250000
VII Office Assistance, OA (SG) 150000
VIII Office Attendant, Security Staff, Driver 100000

Gratuity: There is gratuity facility for the employees

Source: Insurance Contract from IFIC Bank Ltd. Nayapaltan Branch

5.7 Other HRM Issues

Leaves:
Leave for amusement:
Annual 15 days leave with pay

31
+ TK. 17500 cash allowance AVP level, SSO level TK. 15000, and more for higher ranked
employees.

Leave for Sickness:

60 days with pay
More than 90 days without pay

Maternal Leaves for Women:

75 days with pay two times in of her life
More than Two times will be without pay

Promotion:
Minimum two years for promotion
For G-2 officers, Minimum 1.5 years for promotion
For Provisionary officers, Minimum 1 year for promotion
Two Methods of evaluation for promotion:
1. Annual confidential report (ACR) scored by the immediate supervisor.
2. Interview marks
Both marks are added together to prepare list for promotion.

Termination of employment
 Anti-moral activities
 Fraud & forgery

 Putting bank in a financial loss due to dishonesty & negligence

Lay-off: There is No lay-off system in the bank.

Entry-Level Position & Minimum Qualification:

External Sources:
Provisionary officers: Minimum graduate
Grade-2 officers: Minimum graduate

32
Cash or computer officers: Minimum graduate
Below the Above level: Minimum Class-VIII
Internal Sources:
Other senior posts are filled by the internal sources except some technical or specialized field.

Motivation:
Bonus from the overall profit
Better score in the Annual Confidential Report (ACR)

Trade Union: There is no trade union in the private commercial bank

5.08 Survey Report

Purpose of the Survey
:
The purpose is to collect information about job, measure the job satisfaction of the employees &
to prepare an internship report about HRM issues in the banking sectors in the light of the IFIC
bank Ltd. A questionnaire has been prepared & distributed among employees. I have taken 27
samples from of IFIC bank Ltd., Nayapaltan Branch, Dhaka. Data has been analyzed in this
section.

Analysis of the survey:

1. Total Sample: 27
2. Age-wise sample:
Table: 5.5
Age Below 20 20-30 30-40 40-50 50-60
Number of 01 5 13 6 2
employees

Figure: 5.5

3. Officers and Staffs:

Number of Officers: 21 & Staffs: 06.

33
 4. Grade-wise sample:
Designation VP AVP SSO SO G-1 G-2 Com./cash OS(SG) OA
Number 1 1 3 4 3 4 5 3 3

5. Male- female Ratio:

Male: Female = 16:11
6. Duration of employment:
Years 0-10 10-20 20-30
Number of employees 15 11 1

7. Why do they choose job in the banking sector?

a) High remuneration b) Easy job
c) Comfortable environment d) Challenging job
e) Other, please specify: ……………

Reasons a) High b) Easy job C) Comfortable Challenging job

remuneration environment
Number of 1 2 16 10
employees

8. Why do they choose job this bank?

a) Highly paid b) Easy to develop career
c) Better performance d) Better HRM policy

Reasons a) Highly b) Easy to develop c) Better d) Better e)Others

performance
paid career HRM policy
Number of 5 6 12 3 2
employees

e) Other, please specify: ………………

9. How do they feel about their job?

34
 Reasons a) Pleasant b) Unpleasant c) Indifferent
Number of 17 0 10
employees

a) Pleasant b) Unpleasant c) Indifferent

5.8.1 Statistical analysis of the job Satisfaction

10. Your satisfaction level in the bank job:
a) Very high b) high c) moderate d) Low e) very low

Reasons a) Very b) high c) moderate d) Low e) very low Table No: 5.6
high
Number of 2 9 14 01 01
employees

Figure: 5.6

Analysis of the figure:

a stands for very high level of job satisfaction.
b stands for high level of job satisfaction.
c stands for moderate level of job satisfaction.
d stands for low level of job satisfaction.
e stands for very low of job satisfaction.

Here, out of 27 employees:

Two employees have very high job satisfaction.
Nine employees have high job satisfaction.
Fourteen employees have moderate level job satisfaction.
One employee has low level job satisfaction.
One employee has very low level job satisfaction.

35
Most of the employees have moderate level of job satisfaction.
Calculation of Mean:
Here, score is given based on the satisfaction level of the employees:
Score: Table: 5.7

Criteria score
a Very high 5
b High 4
c Moderate 3
d Low 2
e Very low 1

The value of mean says about the average job satisfaction level of the employees.
The formula of Mean (X):
Mean (X) = ∑
1 2 3 4 5 = (3×4) X
N
No. Criteria Score No. of Score × No.
employees of employees Table: 5.8
01 a) very high 5 2 10
02 b) high 4 9 36
03 c) moderate 3 14 42 Here, the
04 d) low 2 1 2 mean(X) = ∑ X
05 e) very low 1 1 1
Summation ( ∑) ∑=27 ∑=91 N

= ∑ 91
27

=3.37

Here, the value of mean is 3.37. The value lies in between 4 & 3 i.e., high satisfaction &
moderate satisfaction. Now it can be said that the most of the employees are satisfied. Their
satisfaction level is more than moderate. So, it is good for the employees & the Banks as well.

Calculation of the Standard Deviation:

Standard deviation says about the homogeneity of the data. The standard deviation should be as
low as possible. Lower standard deviation indicates higher reliability of the data.
How is Standard deviation calculated?

36
Dividing the square value of the mean deviation by the total number of Samples (N), we can get
variance (σ2).
Standard deviation (σ) is the square root of the variance.
The formula of standard deviation (σ):
Standard deviation (σ): √ ∑(X-X)2
N

Table No: 5.9

1 2 3 4 5 6 7 8
(3-5) (3-5)2 (7×4)
No. Criteri Score(X) No. of Mean (X-Mean) (X- Mean)2 (X-Mean)2×N
employees
a (N)
1 a 5 2 3.37 1.63 2.66 5.31
2 b 4 9 3.37 .63 .40 3.57
3 c 3 14 3.37 -.37 .14 1.92
4 d 2 1 3.37 -1.37 1.88 1.88
5 e 1 1 3.37 -2.37 5.62 5.62
Summation Employees 27 ∑(X-X)× N = 18.30

Standard deviation (σ): √ ∑(X-X)2×N

N
= √ 18.30
27

= √.677

σ = .82

Here, Mean (X) is 3.37 and standard deviation σ = .82. Standard deviation very lower than the
mean (X). So, data is reliable and decision will be more appropriate here.

Calculation of the Coefficient of Variation (CV):

Coefficient of Variation (CV) says about the percentage deviation of standard deviation from the
Mean.
Coefficient of Variation (CV): σ × 100
Mean (X)

37
 = .82 × 100
3.37s

= 82
3.37
= 24.33 %

Here, the Coefficient of Variation (CV) is 24.33%. The Coefficient of Variation (CV) should be
less than 50% to be better & reliable data. Since Coefficient of Variation (CV) is 24.33%, data is
more reliable & consistent.

11. Most pleasurable thing in this bank job:

According to the Employees of the branch:

Different employees identify different things. The Branch manager & VP has said about
“Relationship development”; AVP has said about “Interaction with various types of clients.”
And others have said about comfortable family environment (eight employees), Easy job,
comfortable job, Satisfaction in work, High remuneration, Customer Service, interpersonal
relation, Highly outside & inside personal relation development.

12. Your satisfaction level in the bank:

a) Very high b) high c) moderate

d)
Reasons a) Very b) high c) moderate d) Low e) very low
high Low e) very
Number of 1 12 12 1 1 low
employees

38
13. Your relationship with your organization members:

a) Very high b) high c) moderate

d) Low e) very low

Reasons a) Very b) high c) moderate d) Low e) very low

high
Number of 10 14 3 0 0
employees

14. Most difficult things in the bank job:

According to the Employees of the branch:
Different employees identify different things. The Branch manager & VP has said about
“Borrower handling”; AVP has said about “Keeping everybody satisfied.” And others have said
about over stay, no difficult, long time working, marketing (deposit target to open account), Risk
management, to secure the bank, to trust someone, to tackle borrowers undue benefits

15. Most pleasurable thing in this branch:

The Branch manager & VP has said about “All officers are cooperative”; AVP has said about
“Nothing noticeable to mention.” And others have said about desk job, friendly environment,
good interpersonal relation (most of the employees), mutual assistance etc.

16. Your satisfaction level in training:

a) Very
Reasons a) Very b) high c) moderate d) Low
high high b) High
Number of employees 14 12 1 c) moderate

d) Low

39
17. Educational qualification (last):

a) Lower than SSC b) SSC c) HSC

d)
Reasons a) Lower b) SSC c) HSC d) Graduate e) post
than SSC graduate Graduate e) post
Number of 5 0 0 8 14
employees graduate

18. Are you satisfied with the culture of this branch?

a) Yes b) No c) indifferent

a) Yes b) No c) indifferent
Number of employees 20 03 04

19. Are you satisfied with the HRM policy of the bank?

a) Yes b) No c) indifferent

Satisfaction a) Yes b) No c) indifferent

Number of employees 17 05 05

20. Special suggestions to improve the bank or branch:

The suggestion given by the employees are:

The Branch Manager & VP has said about “Staff motivation by management.” AVP has said
about “Better policy for the changing scenario and also adopt farther automation like on line
banking.” Others employees have said about promotion exercise must be done every year, to do
what is good for the banking sectors, timely promotion, better customer service, to increase
salary plus other benefits, to establish day care center, service delivery first, proper training the
officers & staffs, and management should be careful about staff motivation.

40
5.9 Findings
 IFIC bank Ltd. has capable workforce to compete with others.
 In banks, especially in the senior position, experienced & educated employees are
required.
 Remuneration is high in the bank.
 Most of the employees are satisfied in the bank.

 Working environment in the bank is healthy & fine.

 Employee welfare program has insurance facility, loan facility, provident fund
transportation & house rent allowances, and gratuity etc.
 Interest rate is very low for the employees.
 Training methods: lectures, assigned reading, & job rotation are used & good.
 Employees are very sincere.
 Employees have to remain vigilant all times & employees will be liable for their
mistakes.
 Promotion depends on the performance & Annual Confidential Report (ACR) scored by
the immediate supervisor + interviews score.
 Interpersonal relationship & communication are good.
 It is very stressful job. Especially employees have to reconcile the accounts
cash/clearing/transfer every day.
 Bankers sometimes have to work more than eight hours in a day without any
remuneration.
 Bonus is also paid on the basis of overall profitability of the banks
 Average Job satisfaction level is more than moderate i.e., 3.37 out of 5

41
 Chapter-6

Recommendations & Conclusion

6.1 Problems and Recommendations

Problem: Bank job is very challenging and stressful, especially in the top-level position.
Suggestion: Organization should take initiative to motivate its employees to work more and to
achieve its objectives and to take steps to remove stress and to manage stress in the job.
Problem: In the bank job, handling the borrowers is a very difficult task. When any borrower
comes in the bank and does not get any loan from the bank due to legal requirement procedure of

42
the bank, In this case customers may want to do undue influence to the bankers. They sometimes
threaten the bankers for getting loan from the bank.
Suggestion: employees should be highly trained to manage and understand the clients about the
matter properly to create a positive image about the bankers, and to protect bankers from the
threat of the clients.
Problem: Keeping everyone is a very difficult task in the organization.
Suggestion: It can be solved practicing sincerity and patience among the employees.
Problem: This bank has not yet started on line banking/SMS/mobile banking.
Suggestion: Bankers should take policy to cope with the problems of environment/technological
change. Bankers should initiate highly automated system for the benefits of the clients, earning
more profit and reputation as well.
Problem: Overstaying in the in the workplace is boring and monotonous for the employees.
Suggestion: Banker should initiate overtime allowances for the employees.
Problem: Sometimes, promotion is delay because of certain reasons in the banks.
Suggestion: Timely promotion will make employees motivated and dedicated, and will increase
the performance of the bank and employees as well.
Problem: Sometimes, employers use nepotism and favoritism at the time of employment and
promotion of the employees.
Suggestion: Bankers must absolutely eliminate the above from the workplace.

Problem: There is no allowance/honorarium for the internship students in the bank.

Suggestion: Company should initiate internship policy and use internee students to do the work.
Bank should provide some honorarium for the internship students. It will raise the status &
increase positive impression about the institution, and solve the problem of manpower shortage.
Problem: Marketing activities especially deposit target to open account is a difficult task.
Suggestion: Bank should increase the Salary/allowance/incentives to do its works, to reach
better position, and satisfy employees.
Problem: Risk management is very difficult task in the bank.
Suggestion: Bankers should properly train the employees to handle risk management issues
effectively & efficiently
Suggestion: Service delivery should be first.

43
6.2 Conclusion
Banks play important role in the modern economy; Humana Resources Management (HRM)
issues play an important role in every organization and in the banks. No organization can achieve
its goals or can be good, until or unless it satisfies employees. Human Resources/ organizational
members play the role of the crew who convert goals into the reality. In the banking sector,
highly educated & strategic personnel are required to create a competitive position & to retain it
for the long time. Training, principle of equality, job satisfaction, and career development are
important in the bank. In the IFIC bank Ltd. The job satisfaction of the employees is more than
moderate. Most of the employees are satisfied here. Bank is also satisfied with its employees.
Bank’s salary is high but not highest in comparison with other commercial banks. Still
comfortable working environment, good interpersonal relationship, and the benefits of the
employees of the IFIC bank limited are also satisfactory. It has been operating since 1983 and it
is a first generation private sector commercial in Bangladesh. It has retained its competitive
position because of its performance and Employees has made the performance of the origination.
Bank’s employees, promotion, & selection will be good and it will get sincere, qualified, &
dedicated employees, if its employee selection procedure remains free from nepotism,
favoritism, and reference in all levels of management. Finally, bank must introduce modern
banking system, adopt new technology, initiate new product, and train its employees
properly to do their job and keep employee satisfied. Bank’s performance is good for its satisfied
employees. Bank is on the right track. Bank’s HRM policy is of course better, it has been able to
satisfy its employees.

44
 Chapter-7

References

1. W erther, William B. and Devis, Keith, , 5th edition

Human Resource Management
2. 5th edition
Griffin, Rikey W Management
.,
3. Lesikar, Raymond V. and Pettit, johnBusiness
P., , 6th edition
Communication
4. Academic calendar 2009
, IFIC Bank Limited
5. Different documents of the IFIC Bank .Ltd
taken from Academy & the Branch
6. web site:www.ificbankbd.com

45
 Appendix

01. Sample questionnaire used for the survey

Department of Management Studies

Faculty of Business Studies
University of Dhaka
Questionnaire about HRM issues of IFIC bank Ltd.

Purpose of the Study: The purpose is to help a BBA student to prepare an internship report
about HRM issues in the banking sectors in Bangladesh in the light of the IFIC bank Elephant
Road Branch, Dhaka.

46
1. Name: …………………….
2. Designation: ……………..
3. Age: ……………….
4. Gender: …………..
5. Duration of employment: ……………………..
6. Duration of employment in this bank: ………………..
7. Why do you choose job in the banking sector?
a) High remuneration b) Easy job
c) Comfortable environment d) Challenging job
e) Other, please specify: ……………
8. Why do you choose job this bank?
a) Highly paid b) Easy to develop career
c) Better performance d) Better HRM policy
e) Other, please specify ………………
9. How do you feel about your job?
a) Pleasant b) Unpleasant c) Indifferent
10. Your satisfaction level in the bank job:
a) Very high b) high c) moderate d) Low e) very low
11. Most pleasurable thing in this bank job:
………………………………………………..

12. Your satisfaction level in the bank:

a) Very high b) high c) moderate
d) Low e) very low
13. Your relationship with your organization members:
a) Very high b) high c) moderate
d) Low e) very low
14. Most difficult things in the bank job:
………………………………………………
15. Most pleasurable thing in this branch:
………………………………………………

47
16. Your satisfaction level in training:
b) High c) moderate d) Low
17. Educational qualification (last):
a) Lower than SSC b) SSC c) HSC
d) Graduate e) postgraduate
18. Are you satisfied with the culture of this branch?
a) Yes b) No c) indifferent
19. Are you satisfied with the HRM policy of the bank?
a) Yes b) No c) indifferent
20. Your special suggestions to improve the bank or branch

02. Abbreviations Used

48
SL. No. Abbreviation
Elaboration
01 IFIC International finance investment &
commerce
02 MD Managing Director
03 SEVP Senior executive vice president
04 EVP executive vice president
05 SVP Senior vice president
06 EVP Executive vice president
07 VP vice president
08 SAVP Senior assistance vice president
09 FAVP First assistance vice president
10 AVP Assistance vice president
11 SSO Senior staff officer
12 SO Staff officer
13 G-1 Officer grade-1
14 PO Provisionary officer
15 G-2 Officer grade-2
16 CASH/COMP Cash/Computer officer
17 OA(SG) Office assistance(security guard)
18 O. ASSTT. Office assistance
19 SS Security staff
20 O. ATT. Office attendance
21 Ltd. Limited
22 HRM Human Resource Management

49