Human Resource Practice in BDBL

It is understood that the most important resource of any institution as well as for the bank is its
human resource. Employees of a bank play significant role in providing better customer service
with personal care which eventually builds a strong and ever lasting business relationship with
the customers. Employees of the Bangladesh Development Bank Limited are the one of the most
valuable assets for the bank and them embodying its commitment to maximizing the wealth of
the bank. Human Resource Management Department entrusted with the task of managing its
workforces in an effective and efficient manner. The department encompasses recruitment,
assessment, overseeing, transfer, posting and ensuring compliance with employment and service
rules creating business values to strategic management with all the policy support from the Board
and the Management. According to the BDBL Annual Report of 2019, the total human resource
was 753 among these, 140 were female employees which showing a healthy picture of woman
participation in corporate culture with 18.59%. The bank adopted comprehensive plans to
employ development and retain its human resource based on the right level of skills and talent to
meet current and future requirements. In the year 2019, the bank appointed total 39 employees
where 28 Senior Officers and 11 Cash Officers. The BDBL belief promotion is the most
effective way for reward and motivation as well as improving the employee’s skill and job
satisfaction. In 2019, the bank gave promotion to 122 employees in different posts and grades
where 02 employees promoted as General Manager, 14 are as Deputy General Manager and 21
are as Assistant General Manager, which strengthen the bank’s top management. Besides that, 37
officers and staff in different grades went to Post Retirement Leave (PRL) during the period
under review.
The physical and mental well-being of the officers and staff are very important especially, the
stressful effect of the performance driven culture in the Banking Sector. Effective counseling and
proper treatment for employees plays pivotal role in this respect. The bank appointed two doctors
on part time basis at two intervals to provide the immediate treatment to the employees’ in Head
Office, zonal and branch offices. Besides, area wise part time doctors also appointed by the bank
for general treatment. BDBL provides its employee’s recreation leave as banking job is stressful
and the employees’ of this sector need refreshment that will increase their integrity, regularity,
responsibility and ability to work successfully. In the year 2019, total 178 employees of BDBL
availed this recreation leave. The Board and Management of the bank are always cordial in
extending facilities relating to the needful welfare of the employees. Some of the areas of welfare
were –
 Advance facilities for house building;
 Executive car loan, motorcycle loan and computer loan facilities;
 Transport facilities;
 Financial assistance for complicated and expensive treatment;
 Scholarship and education stipend for the meritorious children of the employees;
 A lump sum grant or monthly grant to the families of late and retired employees; and
 Financial aid to the distressed families for purchasing cloths in religious festivals.
BDBL introduced a web based real time personnel management information system (PMIS)
which contains all the basic and necessary information of employees. All human resource related
functions would be conducted through using the database of PMIS. Knowledge and skill
development is a continuous process, which is, enrich by proper training. In order to enhance
operational skill and efficiency of the officers, the bank established a Training Institute of its
own. BDBL sent a large number of officers to participate in different training programs,
workshops and seminars arranged by BIBM and Bangladesh Bank Training Academy including
other institutions. Besides that, in house need based training courses were also arranged with
resource persons drawn from inside as well as from outside to keep the officers abreast of the
latest development in the banking and financial sector. In 2019, there had 684 officers given
training in various courses.
Definition of Training and Development
Training and development are the important part of Human Resource Management. The term
training and development focuses on improving skills and knowledge to drive the company
performance. It plays vital role to have effective performance that can improve company’s
productivity and make employee more experience. In every company, employees and staffs need
to trained and developed their skills. It is an investment, which leads a company to its success.
This investment required efforts and time. Training is the process that focuses on improving a
specific skill to a better standard by going through a course session or by exercising. It helps an
employee to know their present condition and where they want to be in the future. As per the
definition of Edwin Flippo, training is the method of improving skills and abilities for a specific
job. It is a short time process used to improve skills and abilities. It is mainly for operational
employees. It is helps employee to meet the existing necessity of employees. On the other hand,
development is the approach that used for improving the whole organization rather than focusing
on individual employees. It is a long time processes used for executives. It helps to meet the
future needs of the employees. The top-level employees for their own growth and development
take these steps. It is continuous process for top-level employees to learn and improve their
conceptual and theatrical knowledge. An educational process helps managerial personal to grow
and mature on their particular field.
Importance of training and development
It has great impact on organization to drive the organization success. To have continuous
progress, company should train and develop their employees. Therefore, if the company does not
train their employee, they may not cope in up the challenging environment where competition is
getting tougher. Importance of the training and development are given below-
 Obtaining new skills and maintaining existing skills so that employee can adapt new
challenging environment.
 To have leadership, time and team management which will help organization to drive
company operation.
 Training and development helps to improving employee performance which eventually
improving the organizational image.
  Increasing organizational growth.
 Increase organizational productivity.

Training and development practice in the Bank

Training and development have great importance in every organization, as its function is more
complex than other functions. In the Bangladesh Development Bank, they focus on training and
development process for the enhancement of skills, knowledge and abilities of employees. Their
main focus is to increase the employee’s skills and employees growth. The bank’s management
focused more on future and educating the managerial employees rather than focusing on
individual performance improvement. It will be clearer if their objective regarding training and
development process are shown. Bangladesh Development Bank has some objective regarding
both organization and individual training and development accomplishment. Therefore, this
objective can be dividing into 2 ways.
Bank related objective:
 It will help the bank to enhance its competency in organization functions
 It helps to achieve new way of improving knowledge
 The bank management should be aware of the new policy
 Training and development helps the bank to decrease employee turnover
 It increasing organizational growth and makes it 2nd largest public bank
 It increase organizational productivity and serving quality
 It also helps to decrease the cost of the functions of the bank
Individual related objective:
 Helps employees to get self-actualization
 Training and development help the employees to become the better performer
 Due to the training and development employees behavior have changed toward the job
 It reduces the inheritance policy
 Provide opportunity for self-assessment
Methods used by the Bank
There are many methods to use that shows how to train employees. Bangladesh Development
Bank uses many methods where on the job training and off the job training method uses the
most. Depending on the situation and objective, bank adopted the following methods for the
employees.
On the job training
On the training is given in the organization by the senior staffs or colleagues and managers.
Employees are guided to what to do or what not to do and how to do the job. BDBL exercise
some methods while using the on the job training such as job rotation, internship, apprenticeship.
BDBL used this method where employee stays in organization and put them in real working
condition and make them productive in a shortage period of time.
Job Rotation: It is a method that requires an employee to know many other jobs in various
department in the organization. If anyone is absent in other department for a short period of time,
they can perform the job. BDBL use this method for making employee more versatile.
Internship: Short time training program arranged in the organization. Employees are given a
supervisor under whom they will learn how to perform the job more efficiently. It is non-paid
training program in BDBL.
Apprenticeship: It is also similar to the internship where employees are given a guideline by a
skilled employees or managers to apply the theoretical concept in the organization where it is
required.
Off the job training
Off the training refers to the training that is not given in the organization but outside of the
organization which focuses more on communication to develop interpersonal skills. BDBL
provide these types of training though the BDBL Training Institute in Karwan Bazar, Dhaka.
BDBL also provides their employees’ different training course from outside the training institute
such from Bangladesh Institute of Bank Management (BIBM), Bangladesh Bank Training
Academy (BBTA) and Bangladesh Computer Council (BBC).
In-House Training: In-house training program increases the efficiency and productivity of
employees that plays a major role in making the organization more competitive. BDBL conduct
twenty four (24) in-house training through the BDBL Training Institute. The main training
activities are the in-depth foundation program and foundation course for the entry-level officers.
Other training programs are for different level officers of BDBL. Some of the in-house training
programs that are compulsory for the employees in different level of their service –
a) Code of Conduct in BDBL along with Disciplinary & Inquiry Procedure
b) General Banking & Customer Relationship
c) Anti-Money Laundering & Combating Financing of Terrorism and CTR & STR
Reporting
d) Cash Management
e) Core Banking Solution
f) Understanding Basic Accounting & Analysis of Financial Statements
g) Project Financing Appraisal & Assessment
h) Credit Management & Recovery
i) Documentation , Stamping and Creation of Charges
j) Early Alert Process, Loan Classification & Provisioning and Reschedule of NPL
k) Banking Law and Regulations
l) Sustainable Finance & Green Banking
m) Leadership Development & Customer Relationship for Potential Managers
Some of the In-house training courses provided to the only department specific. During
employee rotation or appointing new recruit, they need to attend these courses as obligatory –
a) Human Resource Management & Leadership Excellence for Executives
b) IT Security and Fraud Prevents in Banks
c) Foreign Exchange & International Trade
d) ICRRS & CRG
e) Artha Rin Adalat Ain 2003 with Amendments
f) Audit & Inspection in Bank and Audit Reporting
g) Risk Management Process & Compliance Issue with Risk Management
h) ISS Reporting
There have some zonal based training among them SME financing and loan supervision &
recovery occurs regularly. BDBL also organize various seminars and worships based the current
banking scenario and requirements. Bangladesh Development Bank Limited also sent two
employees for foreign training every year.
Training outside the Training Institute: Bangladesh Development Bank Limited assigned their
employees to the various training institute such as Bangladesh Institute of Bank Management
(BIBM), Bangladesh Bank Training Academy (BBTA) and Bangladesh Computer Council
(BCC). The employees of the BDBL attend 36 regular training courses along with six (06)
outreach-training courses from BIBM. They also attend various seminars and workshops offered
by BIBM. There have 16 training courses from Bangladesh Bank Training Academy (BBTA). It
is mandatory to each department select minimum of two employees those will enroll to their
department related courses. Bangladesh Development Bank also provide their employees in
Bangladesh Computer Council (BCC) training program. Employees of the ICT departments will
attend this program where they take training on topics like Cyber security, hardware
maintenance, and e-government application etc.
Methods used for developing Managers
As discussed above that there are the methods used in Bangladesh Development Bank among
them organization uses on the job training and in-house training for the managers. Bangladesh
Development Bank use job rotation as training technique to develop manager’s skills. The bank
use horizontal move in which employees work in a specific unit like accounts department for
three years and transfer to other department. It also depends on whether they feel the job
interesting, competitiveness, and requirements of the bank and employees.