Training and Development of Brac Bank Essay Example

justify;">As every company has some enclosed information, we got the same response from BRAC Bank as expected. ? Due to a very tight schedule of the HR Manager, we could not get all the information in detail. ? As HR is a very confidential unit of the company, it would not share internal information about this department too. ? As he told us about the training process, some important issues and information are not discussed in the report.

The selection process for internal candidates & external candidates are different. When bank authority searches for internal candidates, they just make short-list of the candidates who fulfill the criteria of the job & the authority think that, this person may be suitable for this position. Here, it is to notify that, internal employees need to have the permission of his/her supervisor to apply for a post. Then, their CV is rechecked & again short-listed. These short-listed employees are notified for viva. They don’t have to give written as because they have already been selected once.

Then, a offer letter is sent to those who are medically fit. Past life analysis: There is a gap in between providing an offer letter & joining letter. In the mean time, the company analyzes the selected candidate’s past life, academic certificates, & references. They also analyze the KPI of the individual candidates which shows the performance & ability that the person has to do a certain job. If anything is found wrong, the employee is terminated from the job. 1. External candidates: For the external candidates, the bank has three type of selection process for three different types of

level. ) Entry level positions: For the entry level position, the bank generally prefers external candidates. When they find a huge number of applications for the job, they start to listing out the applications that fulfill their requirements. Then they call them for a written examination. The examination is taken on MCQ & it takes one hour. The written exam contains English language, mathematics & some analytical abilities. Then evaluating their exam paper, the candidates are again short-listed & then they are called for a viva. There they are asked questions to know their ability & knowledge.

After that they have final interview in which they faces the board of directors. If they can make them impress, they are the newly joined mid level managers. c) Top level position: For the top level positions, the bank takes help of head hunters. The head hunter gives the resumes of interested employees & after that they are called for a viva. The viva board consists of AVP, VP, MD & two senior member of the board of director. Chapter 3 “Training and development Process of BRAC Bank” The training and development process of BRAC bank is divided into three parts.

BRAC Bank Training Orientation Job specific Need base Training training training Orientation training: Orientation training is the training for the new blood. We found that this training is basically given to make employees get used to the environment, strategy, methods, organization goal; working process etc. The training system for this kind of training can be divided into some parts. After receiving selected participant list, the bank designs the tentative training schedule in four stages. They

are:  Induction training  Core banking training Dept attachment training  Dept attachment training evaluation  Mock test Then they communicate with resources and respective departments accordingly. After they communicate with GA (general administration and IS for all logistic support. This step will be followed collection of training notes and reading materials from resource person. Let’s get a bit descriptive on these points: Induction: This part is completed in 1 day. The induction process is divided into two sessions. At first, all the fresher employees are gathered in a conference room or hall room and then they are introduced and welcomed in the organization.

Then they are told about the history of the organization, the culture, the importance of the culture, the aim and vision of the organization, the commitment of the employees and so on. After that a short break is given for refreshment. While this break, experienced employees sort of create a friendly environment to loosen up the tension and nervousness of the fresher. We found that the objective of this step is to make fresher employees know about the organization, their colleagues so that they don’t feel uncomfortable when he or she will go back to his or her working environment.

Another motive behind this program is to encourage them to put their maximum commitment for the organization. Core banking training: The core banking system of BRAC bank is run by software named “Finacle”. This software controls the core banking of the BRAC bank. The employee has to know how to operate this software. Otherwise, he cannot be engaged with banking system of this bank. That is why after induction process employees are

taken to BRAC bank training centre and they are taught how to use this software. It is taught in computer labs where instructor teaches employees how to use this software.

The demo of this software is used for this purpose. We found that the objective of this training system is to make employees knowledgeable about this software which is the heart of banking for BRAC bank. Department attachment training: BRAC bank allocates a five day training for this purpose. It means, an employee has the opportunity to observe his or her own department. With this training he or she will be able to learn his or her job responsibility, description, colleagues and so on. We found that this is the process every bank uses to train their employees. It is very traditional and effective method.

Here, employee is given the opportunity to observe his or her department for some days. The biggest advantage of this training system is the cost is very low and gives the employees real opportunity to know their work and get accommodate with the environment he or she is working in. In addition to that he or she gets a chance to know his or her job responsibility as well. Department attachment training evaluation: In this step an examination is held to evaluate the employee whether he or she is able to observe his or her department properly or not. An employee’s own department is in charge for this examination.

There is certain mark to be obtained to pass. If an employee is unable to earn that mark then he or she will be given a chance again

to observe his or her department for few more days. After that he or she will be recalled to attain this exam. If she or he again fails to obtain that mark, the company will fire him considering that he or she is not egger to learn and is unable to fulfill his or her job responsibility. After the completion of this training, he or she will be appearing for the mock test. Mock test: This training system is inherited from foreign countries.

In our country, only BRAC bank offers this training system. This method is held mainly in training centre but sometimes branch offices offer this process on Saturday. Here, among fresher employees, every employee will be performing some variously designated positions of BRAC bank. The experienced employees will act as customers and will be demanding different kinds of services from them. Our finding through this process is that fresher will be scrutinized deeply through experienced employees. The behavior, working capacities, working commitment of the employees is monitored in this process.

Sometimes senior employees try to make the employee angry to see how they perform under this tempered situation. Basically it is observed whether the employee is able to hold his nerve while he is performing the job. After the completion of these steps BRAC bank completes their initial training process for the fresher employees to build the basic foundation about their job responsibility. Job specific training: Through working process, sometimes the department realizes that some employees lack some skill for which they cannot perform their jobs effectively.

For that purpose they ask human resource department to train the employees to

remove their lacking. This type of training is known as job specific training. This training can vary from department to department. Here we believe that basically this is a specialized training system and this kind of training is mainly given to increase only those skills which are absolutely essential for completing their job responsibility. This kind of training is given not only to fresher graduates but also sometimes to senior employees. But this entirely depends on changes brought in the company.

Whenever changes occur depending on achieving organizational goal such as computerization, automation, it is necessary to train old people to get accommodate with the change. That is why BRAC bank offers this kind of training system to the employees. Need base training: Need base training is necessary for promotion. Whenever BRAC bank offers a higher designation to an employee for his or her excellence, he has to go through this kind of training system. It is mainly for the experienced first line managers who will go a few steps forward in the organization’s management hierarchy.