Internship Report On Training and Development

abmtamm@gmail.
com(BGCTUB)
Chapter- One
Introduction of The Report
Internship Report of Training & Development. A study on NRB Global Bank
Page 1
abmtamm@gmail.com(BGCTUB)
1.0 Introduction
In the era of Globalization, no one can survive alone. Modern Technology and foreign
policies have brought the people of the world very close to each other. At present, this
world is a global village. Now, the communication among people is very faster than any
previous time. Connectivity is very crucial in this village. So, Bangladesh cannot live alone
in this fastest growing village.
Bank plays a crucial role in the development process of a country as it helps to
accelerate the pace of development by securing continuous supply of
financial
resources to people engaged in numerous economic activates. The tremendous growth

that the world economy has experienced is contributed by these financial institutions.
The role of banking is comparable to what an artery system does in the human body.
Now-a days banking sector is modernizing and expanding its hand in different financial
events every day. At the same time the banking process is becoming faster, easier and is
becoming wider. In order to survive in the competitive field of the banking sector al
organizations are looking for better service opportunities to provide their fellow clients.
NRB Global Bank Limited, Jubilee Road Branch which is one of the newly created leading
banks in the banking area of Bangladesh.
1.1 Origin of the study
After completion of all the required courses of BBA program under BGC Trust University,
it is an obligatory part to get involved in a practical and professional environment. So I
had joined in the NRB Global Bank Ltd., Jubilee Road Branch, Chittagong for two months
to complete the BBA program. This branch performs the entire banking activities
including General Banking, Foreign Exchange and Credit& Loan department. As a result,
one can easily gain knowledge of both simple and complicated banking operations from
the activities of this branch. So I choose NRB Global Bank Ltd. During this program,
supervisor guides each student one from the organization, and the other from the
organization. At the end of the program, the internships are required to place the
accomplishments and finding of the project through the writing of the internship report
covering the relevant topics.
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1.2 Rationale of the study:

For any business background student only theoretical knowledge is not enough to face the
real world operations. So it is an important opportunity for the student to know about the field
of financial market operations of the business world. Internship program is the perfect way of
theoretical and practical knowledge. I am proposing this topic because; the information on
employee training of NRB Global Bank Ltd is accessible for me from the Branch offices.
As I want to be HR professional in future so, I think the learning from this topic will
provide me some real life ideas and knowledge on designing a Training program in
future for the employees working in banking sectors. The proposed report will also help
the Faculty of business administration to have a overall training report of an
organization and the report can be shown to the HR students so that they can gather
idea from the report and enrich their knowledge with the practical knowledge.
1.3 Objective of the study
Main Objectives:
The objective of the report is to find out Training and Development process takes place
in NRB Global Bank Limited
Specific Objectives:
i. To know about the NRB Global Bank.
ii. To learn and acquainted to fulfill the academic purpose.
iii. To explore the importance of training assessment of practices of NRB Global Bank.
iv. To Identify Banking Functions of NRB Global Bank.
v. To recognize the various sector and services of NRBGB.
vi. To know about Training & Development process of The Bank.
vii. To know how efficient these training and development process for an employee
and its effect on their performance.
viii.To know what type of training activities NRB Global Bank arrange for their
employees.
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1.4 Methodology of the study

I have emphasized on the practical observation from my internship on NRB Global Bank.
Limited. Nevertheless, eventually almost the entire report consists of my practical
observation.
For conducting the study I have used more primary sources and secondary sources. The
sources are given below:
Primary data sources:
i. Face to face contact with the officials
ii. Face to face conversation with the client
iii. Practical desk work
Secondary data sources:
i. Documents of NRBGB
ii. Official website of NRBGB
iii. Research journals
iv. Different publications of banks.
1.5 Scope of the study:
The essential of the study is to g o through the Training and Development process of
NRB Global Bank Limited. In this project I tried to cover overview of NRBGBs objective,
function, management, recruitment and selection, Training and Development process
& policy. Also given the problems regarding Training and Development process and
some recommendations.
1.6 limitations of the study
Human resource department is not an easy department to go through. There are loads
of secrecy in this department not only in this bank but in every organizations. It was
over tuff for me to come up with the inside news of the bank.
As I had only three weeks in this department due to time constraint I think I have
done my level best to provide all the infos regarding this internship report with is
about Training and Development process of NRB Global Bank Limited.
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While completing this study, I have faced some constraints. The followings are some of
the shortcoming, I came across:
i. Although internship program has been made for 2 months, there is a very short span
of time to get in-depth knowledge about a massive organization like NRBGB.
ii. Officials of NRBGB maintain a very busy schedule. So they are not always able to
provide enough time to enlighten the internee students every time, even if they had the
intention to do so.
iii. The area covered by the report " Training and Development, of NRBGB concerns a
huge number of activities and but there have no HR Manger in Branches whiteout Head
Branch.
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Chapter- Two
An Overview
OF NRB Global Bank Limited
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2.1 Introduction of NRB Global Bank Ltd.:

The commercial banking system dominates Bangladesh's financial sector. Bangladesh
Bank, the central bank and head regulatory body for the country's monetary and
financial system, was established in Dhaka as a body corporate vide the Bangladesh
Bank Order, 1972 (P.O. No. 127 of 1972) with effect from 16th December, 1971. The
banking system is composed of four state-owned commercial banks, five specialized
banks, thirty eight private commercial banks, one land development bank and nine
foreign commercial banks. The Nobel Prizewinning Grameen Bank is a specialized
micro-finance institution, which revolutionized the concept of micro-credit and
contributed greatly towards poverty reduction and the empowerment of women in
Bangladesh. NRB Global Bank is one of the private commercial banks which is monitored
and controlled by Bangladesh Bank (BB). The central bank has approved three new
commercial banks sponsored by non-resident Bangladeshis (NRBs) on the condition that
those would contribute to boosting the inflow of foreign exchange.
2.2 History of NRB Global Bank:
Since Bangladesh Bank approved nine banks as fourth generation banks in which, three
banks have the funding of non-resident.
t Bangladeshi (NRB) people. NRB Global Bank Limited is one of those three banks to
materialize the dream of people having the goal to keep Bangladesh well connected with
other advanced nations. It is the brainchild of 25 (twenty five) well reputed visionary
Non-Resident Bangladeshi (NRB) people residing in different countries of the world. It
has been approved by the regulatory bodies in 2012 to operate business in banking of
Bangladesh.
After hard labor of almost three years complying with all regulatory rules and
regulations, it has got the final approval on July 25, 2013 from the regulatory body to
run the banking business in Bangladesh. Gradually, the mentioned brainchild of those
NRBs has become the reality. Head office of this bank has already been formally
inaugurated on September 09, 2013. Its head office is situated at Khandker Tower, 94
Gulshan Avenue, Gulshan 1, Dhaka 1212, which is a great example of post modern
structure and one of the finest buildings in Bangladesh. Even,
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This bank has opened its first branch at the same premise on October 23, 2013. Mr.
Nizam Chowdhury is the founding Chairman of this bank having a long professional
experience of 26 (twenty six) years in the U.S.A and other Directors are also well reputed
in their own sectors of business. These nice personalities have well defined mission and
vision. Their mission is not to restrict NRB Global Bank Limited to a particular group of
people but to bring the huge unbanked people under banking. Their vision is to make
NRB Global Bank Limited truly global providing world class services throughout the
world.
2.3 Mission of the bank:

Build confidence among the NRBs for investment.
Provide fast, accurate and adequate customer service upholding business
ethics and transparency.
Strengthen inflow of remittance.
Create value for communities, societies and economies in which we operate
by ensuring growth and sustainability.
Matching technology with the help of well educated professionals and
experienced sponsors of the Bank.
Create dignified working environment for Employees.
2.4 Vision of the Bank:
To become exceptional brand in the financial sector by offering service excellence and
creating value for everybody encompassing customers, shareholders, partners, society
and economy through transparency, technology, innovation & integrity.
2.5 Goal of NRB Global Bank:
To Provide Great Experience of Banking at Home and Abroad.
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2.6 Board of Directors:
Mr. Nizam Chowdhury

Chairman
Mr. Ghulam Mohammed

Director
Dr. Mohammed Faruque

Director
Mr. Belal Ahmed

Vice Chairman
Mr. Mohd. Ataur Rahman

Bhuiyan
Director
Mr. Mohammad Manzoor Alam

Seth
Director
Mr. Mohammed Shahjahan

Meah
Director
Mr. Osman Goni

Director
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Mr. Rashed Uddin Mahmud

Director
Mrs. Maimuna Khanam

Director
Mr. Mohammad Morshedul

Alam
Director
Mr. Md. Jahangir Hossain

Director
Mrs. Sarwar Jahan Maleque

Director
Mr. Mohammad Fazlay

Morshed
Director
Mr. Subrata Kumar Bhowmick

Director
Ms. Danny Chowdhury

Director
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2.7 Profile of NRBGB:

Particular
Date
Getting NOC from Bangladesh Bank
June 19, 2013
Consent from BSEC for raising Paid up
July 07, 2013
Capital
Date of Incorporation from RJSC
July 21, 2013
Date of Commencement of Business
July 21, 2013
License from Bangladesh Bank for Head
July 25, 2013
Office
Listed as a Schedule Bank
July 29, 2013
Opening of Head Office
September 09, 2013
License from Bangladesh Bank for Gulshan
October 10, 2013
Corporate Branch
Operation of Gulshan Corporate Branch
October 23, 2013

Table- 2(a)
2.8 List of the NRBGB branches:

1
Branches
Gulshan Corporate Branch
2
3
Motijheel Branch
Naya Paltan Branch
Dhanmondi Branch
Uttara Branch
Banani Branch
Mawa Branch
Ulokhola Branch
Beldi Bazar Branch
Address
Khandker Tower, 94, Gulshan Avenue, Gulshan 1,
Dhaka - 1212
Modern Mansion 53, Motijheel C/A, Dhaka-1000.
Orchard Faruque Tower 72, NayaPaltan VIP Road,
Dhaka.
"Rangs Panorama"(1st floor) Plot no.780(Old)& 80
(New) Shatmosjid Road, Dhanmondi Residential
Area. Dhaka
Plot No-10, Gausul Azam Avenue (1st & 2nd floor)
Sector No-13,Uttara Model Town,Dhaka-1230
Hotel Sweet Dream 60 Kamal Ataturk Avenue
Banani, Dhaka .
Dulal Plaza, South Medinimondol, Louhajung,
Munshigang
Abdul Whab Sarkar Shopping Complex, 1st Floor,
Nagar , Kaligonj, Gazipur
Halima Bhaban Beldi Bazar, P.O: Putina, P.S:
Rupgonj, Narayangonj
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10
Ashulia Branch
11
Panthapath Mahila Branch
12
Mohakhali Branch
13
Kaliachapra Branch
14
Agrabad Corporate Branch
15
Panchgachia Bazaar Branch
16
Gunabati Branch
17
18
Dohazari Branch
Patherhat Branch
19
Cox's Bazar Link Road

Branch
20
Jubilee Road Branch
21
Anwara Branch
22
Nasirabad Branch
23
Rowshan Hat Branch
24
Adhunagar Branch
25
Nandiapara Bazar Branch
26
Khatungonj Branch
27
Feni Branch
28
Shindurpur Branch
29
Patiya Branch
30
Kashipur Bazar Branch
Monsur tower Jamgara Gazirchat Madrasha P/SAshulia,Upazilla Savar Dist. Dhaka

Western Panthanibash Bir Uttam Kazi Nuruzzaman
Sarak, Panthapath, Kalabagan, Dhaka-1205
Red Crescent Concord Tower, 17, Bir Uttam AK
Khandakar Road, Mohakhali, Dhaka-1212
Hazi Lutfur Rahman Super Market 6 No. Patuavanga
Union, P.O: Maizhati, Thana/Upazilla: Pakundia,
Kishorgonj
Palm View (Ground Floor) 101, Agrabad C/A,
Chittagong
69, West Bijoy Sing, Feni- Noakhali Road, Feni Sador,
Feni.
Chowdhury Tower, Gunabati, Chauddagram,
Comilla.
Sadhek Tower, Dohazari, Chandonish, Chittagong.
Station Market, Union-13, Noapara, Raozan,
Chittagong
Arif Market, Chittagong-Coxs Bazar Main Road
(Shahartoli Link Road), Unoin- 10 No. Zilonga,
P.O:Link Road, P.S: Cox's Bazar Sadar, District: Cox's
Bazar
S.M.A Tower, Holding No: 178, Jubilee Road,
Chittagong.
Bandar Shopping Complex, North Bandor, Mahal
Khan Bazar, Anowara, Chittagong.
Afford Sultan Elysium, Holding No: 331/A, CDA
Avenue, Chittagong
Chowdhury Tower, Rowshan Hat, Arkan Sarak,
Chandanaish, Chittagong.
Islamia Plaza Uttar Horina Ghatiarpara , P/OAdhunagar,P/S-Lohagara Dist-Chittagong.
New york plaza P/O-Naneiapara ,MoujaBagpanchra P/S-Sonaimuri,Dist-Noakhali
Sobhan Bhaban601 Ramjoy Mohazon Lane,Post
Office Goli 35 No Baksir Hat, Kotwali,Chittagong
Nurjahan Plaza, 202 S.S.K Road (East side of Jahiria
Mosque) Feni Sadar, Feni.
Chowdhury Center, Shindurpur Bazar,
Dagonbhuiyan, Feni
Delal Miah Shopping Complex 703, Station Road,
Patiya, Chittagong.
Madina Tower Union: Barogaon, P.O: Moheshgonj,
Upazilla: Sonaimuri, Dist: Noakhali
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31
Dakbangla Bazar Branch
Fatema Market Mouza- Mirjapur, Union- 3No.

Mangalkandi, Sonagazi, Feni
Khan Plaza; Holding No. 76 KDA Avenue, Sonadanga,
Khulna.
Saikat Complex; Holding No. 141-01, Sharpur Road,
Bogra Sadar, Bogra.
Optimum Tower, 66 Chayatoru VIP Road, Lamabazar
32
Khulna Branch
33
Bogra Branch
34
Sylhet Branch
35
Nowabpur Braanch
Nawabpur Road Branch at Wari, Dhaka
36
Coxsbazar
NEW Branch
37
Bashkhali,
Chambol Bashkhali,Chittagong.
Table-2(b)
2.9 Products and services:

NRBGB is offering the following products or services to the client for financing different
purpose that fulfill the requirements of the bank and have good return to the
investment as well as satisfy the client.
Retail Banking Products:
This bank offers various products of retail banking such as NGB DPS (Allow to build up savings through regular monthly deposit)
NGB Double Benefit ( Help to double deposited money on maturity)
Fixed Deposit (Higher interest on savings for long term investment)
NGB Professionals Loan (Personal loan facility for self-employed professionals like
doctors, IT Professionals, engineers & mariners etc.)
NGB Monthly Benefit (Helps to earn extra income from every month of deposited
money which lets to earn yearly benefit every month) Senior Citizen Benefit Plan
(Benefit plan for the senior citizen to carry out day-to-day banking transactions
independently). NGB Pre-Paid Card
NGB Debit Card
NGB Executive (term loan facility for any legitimate purpose designed especially for
Salaried Executives at different Corporate both permanent & contractual)
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NGB Salary Account (employer can credit monthly salary/paycheck every month will
credit to account)
NGB Festivals (to meet festival expenses)
NGB Freshers (For students)
NGB Junior (For children aged between 3 to 18 years but account is operated by
parents until Child attain his/her maturity (Age 18))
NGB Marriage Loan (for covering the marriage expenses)
NGB Perfect (Allows an individual to manage savings and transaction simultaneously)
NGB Queen ( An interest bearing account designed exclusively for woman)
NGB Travelers (A Travel purpose loan which means the applicant has to declare
his/her Inland/Outland travel purpose.
Loan products
The loan and advance products are:
Personal Loan
o Car Loan
o House Loan
o Education Loan
Project Financing.
Working Capital Financing
Agricultural Financing
Consumer Financing
Lease Financing
SME Financing
House Building Financing
Import Financing
Export Financing
NGB Adhoc Loan
NGB Travel Loan
NGB Marriage Loan
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NGB Executive Loan

NGB Festival Loan
Foreign Trade product:
Foreign Trade Products that is offered by NRB are as under:
Letter of Credit (L/C)
Back to Back Letter of Credit (BTB L/C)
Foreign Demand Draft (FDD)
IDBC(Inland Brick to Brick Local L/C)
IDBP(Inland Documents Bill Purchase)
Remittance products:
o Pay Order (PO)
o
Demand Draft (DD)
Other Service Products:

Corporate Banking
Tele Banking
SMS Banking
ATM card
Mobile banking
Locker service
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2.10 Operational Network Organ gram of NRB Global Bank:

Organ gram of NRBGB according to Rank of Function:
Managing Director
Deputy Managing Director
Head of
Head of
Head of
Head of
Head of
Head of
Branch
Research &
Small &
Retail
Administration
International
(HO BR)
Development
Medium
Banking
(HO AD)
Department
(HO R&D)
Enterprise
(HO SME)
(HO RB)
Head of
Human
Resource
(HO HR)
Head of
Credit Risk
Management
(HO CRM)
(HO ID)
Head of
Credit
(HO CR)
Head of
Finance &
Account
(HO F&A)
Head of
Information &
Technology
(HO IT)
Figure-2(a)
Organogram of NRBGB according to Grade

Managing
Director
Deputy
Managing
Director
Senior
Executive
Vice President
First Vice
President
Senior Assistant
Vice President
Assistant
Vice
President
Senior Officer
Officer
Junior
Officer
Executive Vice
President
First Assistant
Vice President
Assistant
Officer
Senior Vice
President
Senior
Principle
Officer
Vice President
Principle
Officer
Training
Assistant
Officer
Figure0-2(b
Page 16
Organ gram of NRBGB according to Rank of Branch
Figure 2(c)
2.11 NRB Global Bank Training Institute:

The training institute of NRB Global Bank Limited (NGB) started its journey at
Panthopath in the city on Sunday through a Foundation training programme for the
bank's officials. The bank's honorable chairman Mr. Nizam Chowdhury inaugurated the
new training institute as the chief guest. Among others, Additional Managing Directors
Md. Golam Sarwar & R Q M Forkan, principal of training institute, higher officials of the
bank were present in the inaugural ceremony. All modern training facilities are available
at the training institute. A total 30 officers from the branches and Head Office of the
bank took part in the training course.
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Chapter- Three
Theoretical Aspects
Page 18
3.1 Human Resource Management

Human Resource Management (HRM) is the function within an organization that focuses
on recruitment of, management of, and providing direction for the people who work in
the organization. It is the process of procuring, developing, maintaining and
compensating a given workforce.
HRM is the set of organizational activities directed at attracting, developing, maintaining
an effective workforce to achieve the organizational objective effectively and efficiently.
3.2 Human Resource Planning
Human resource planning has traditionally been used by organizations to ensure that
the right person is in the right job at the right time. Under past conditions of relative
environmental certainty and stability, human resource planning focused on the short
term and was dictated largely by line management concerns. As human resource
planners involve themselves in more programs to serve the needs of the business, and
even influence the direction of the business, they face new and increased
responsibilities and challenges.
3.3 Human Resource Function
The role of human resource management is to plan, develop, and administer policies
and programs designed to make expeditious use of an organizations human resources.
It is that part of management which is concerned with the people at work and with their
relationship within an enterprise. Its objectives are:
the effective utilization of human resources;
desirable working relationships among all members of the organization; and
Maximum individual development.
The major functional areas in human resource management are:
planning,
staffing,
employee development, and
Employee maintenance.
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Staffing
Manpower Plan and
forecasting.
Job Analysis.
Demand and supply of
Human Resource.
Recruitment.
Selection.
Placement.
Maintenance
Safety and
health.
Communication.
Grievance
Handling.
LaborManagement
Relation.
Counseling.
Discipline.
HRM
Retaining
Compensation.
Benefits, service
and wellness
program.
Motivation, job
satisfaction and
morale.
Employee
commitment.
Empowerment
and participation.
Separation
Turnover.
Retirement.
Training and Development

Orientation.
Socialization.
Training and
Development.
Performance
appraisal.
Career
development.
Organizational
development.
Figure 3.(a): Functions of HRM

3.4 Training and Development:
Training is a learning experience in that it seeks a relatively permanent change in an
individual that will improve the ability to perform on the job. We typically say training
can involve the changing of skills, knowledge, attitudes, or behavior. It may mean
changing what employees know, how they work, their attitudes towards their work, or
their interaction with their coworkers or supervisor.
For our purposes, we will differentiate between employee training and employee
development for one particular reason.
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Although both are similar in the methods used to affect learning, their time frames
differ. Training is more presentday oriented; its focus is on individuals current jobs,
enhancing those specific skills and abilities to immediately perform their jobs. For
example, suppose you enter the job market during your senior year of college, pursuing
a job as a marketing representative. Although you have a degree in Marketing, when you
are hired, some training is in order. Specifically, youll need to learn the companys
policies and practices, product information, and other pertinent selling practices. This,
by definition, is jobspecific training, or training that is designed to make you more
effective in your current job.
3.5 Training
It is the learning process that involves the acquisition of knowledge, sharpening of skill,
concept rules or changing of attitudes and behaviors to enhance to performance of
employees Training is activity leading to skilled behavior.
Its not what you want in life, but its knowing how to reach it.
Its not where you want to go, but its knowing how to gate there.
Its not how high you want to rise, but its knowing how to take off.
It may not be quite the outcome you were aiming for, but it will be an outcome.
Its not what you dream of doing bat its having the knowledge to do it.
Its not a sat of goals, but its more like a vision.
Training is about knowing where you sand ( no matter how good or bad the current
situation looks) at present and where you will be after some point of time, training is
about acquisition of knowledge, skill and abilities (KSA) through professional
development.
3.6 Learning:
Learning has been described as a relatively permanent change in behavior that occurs as
a result of practice or experience. It may be simply a sustain (unlearning a bad habit) or
it may be a modification (adjusting new knowledge to old). What is learning is gradually
change. The learning behavior differs from one another that is selective.
There are some principles of learning can be found which are:
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Learning is individual
Motivation is the key
Relevance of learning experience should be clear to the learner
Feedback to learner is important.
3.7 Employee Orientation:
New employee orientation is the process that is used for welcoming a new employee
into an organization. New employee orientation, often spearheaded by a meeting with
the Human Resources department, generally contains information about safety, the
work environment, the new job description, benefits and eligibility, company culture,
company history, the organization chart and anything else relevant to working in the
new company.
3.8 Employee Socialization:
Organizational socialization is the process through which organizational culture is
perpetuated; by which newcomers learn the appropriate roles and behaviors to become
effective and participating members.
3.9 Traditional and Modern Approaches of Training and Development:
Traditional Approach In the past, most of the organizations never used to
believe in training. They were holding the traditional view that managers are
born and not made. There were also some views that training is a very costly
program and it doesnt bring any benefit which is worthless. Organizations used
to believe more in executives pinching. But now the scenario seems to be
changing.
The Modern approach- The modern approach of training and development is
that Bangladeshi Organizations have realized the importance of corporate
training. Training is now considered as more of retention tool than a cost. The
training system has been changed to create a smarter workforce and yield the
best results
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3.10 Role of training

Business
Environment
Changes and
Challenges
Learning and
Implementation
Business
Excellence
Figure 3.(b): Role of Training

Development of skills of employees Training and Development helps in
increasing the job knowledge and skills of employees at each level. It helps to
expand the horizons of human intellect and an overall personality of the
employees.
Optimum Utilization of Human Resources Training and Development helps in
optimizing the utilization of human resource that further helps the employee to
achieve the organizational goals as well as their individual goals.
Development of Human Resources Training and Development helps to provide
an opportunity and broad structure for the development of human resources
technical and behavioral skills in an organization. It also helps the employees in
attaining personal growth.
Productivity Training and Development helps in increasing the productivity of
the employees that helps the organization further to achieve its long-term goal.
Team spirit Training and Development helps in inculcating the sense of team
work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to
learn within the employees
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Organization Culture Training and Development helps to develop and improve

the organizational health culture and effectiveness. It helps in creating the
learning culture within the organization.
Organization Climate Training and Development helps building the positive
perception and feeling about the organization. The employees get these feelings
from leaders, subordinates, and peers.
Obsolescence Prevention- Training and development programmers foster the
initiative and creativity of employees and help to prevent manpower
obsolescence, which may be due to age, temperament or motivation, or the
inability of a person to adapt him to technological changes
Quality Training and Development helps in improving upon the quality of work
and work-life.
Healthy work-environment Training and Development helps in creating the
healthy working environment. It helps to build good employee, relationship so
that individual goals aligns with organizational goal.
Other Roles
For an employers' organization to raise awareness among employers of the need
for increased investment in the development of human capital as an essential
condition for achieving competiveness.
In the training of personnel or human resource managers, given the fact that
their role still tends to be downgraded relative to other management functions
such as finance, marketing and production. This role could also be undertaken
through training support given to professional bodies like an institute of
personnel management.
An employers' organization should be able to influence the provision of training
incentives to be offered to employers, through the tax system or training levies.
Numerous examples in countries abound which can provide useful ideas to
employers' organizations.
An employers' organization could develop training material to be used by
enterprises for in-house training
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3.11 Inputs of Training and Development

Any training and development program must contain inputs, which enable the
participants to gain skills, learn theoretical concepts and help acquire vision to look into
distant future. In addition to these there is a need to impart ethical orientation,
emphasis on attitudinal changes and stress upon decision making and problem solving
capabilities.
SkillsTraining is imparting skills to employees. A worker needs skills to use machine and
other equipment with least damage or scrap; this is basic without which a worker is not
able to work on machines. Same way employees like supervisors, executives needs
interpersonal skills, popularly known as people skills. Interpersonal skills are
necessary to understand oneself and others too and act accordingly.
EducationThe purpose of education is to teach theoretical concept and to develop a sense
of reasoning and judgment. HR specialists understand the importance of
education in any training and development program. Many times organizations
encourage employees to do course on a part time basis.
DevelopmentAnother component of a training and development, which is less skill oriented but
stressed on knowledge. Knowledge about business environment, management
principles and techniques, human relations, specific industry analysis and the like is
useful for better management of the company.
EthicsThere is a need for imparting ethical orientation to a training and development program.
There is on denial of the fact that ethics are largely ignored in business. Unethical
practices abound in marketing, finance and production function in an organization. This
does not mean that the HR manager is absolved of the responsibility. If the production,
finance or marketing personnel indulge in unethical practices the fault rests on the HR
manager. It is his/her duty to enlighten all the employees in the organization about the
need for the ethical behavior.
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3.12 The Five steps of Training and Development process:

The training programs consist of five steps
Need
analysis
Instructional
design
Validation
Implement
the program
Evaluation
Figure 3. (c) Steps of Training and Development

Needs AnalysisNeeds analysis is the first step of the training process. It identifies the specific job
performance skills needed, assesses the prospective trainees skills and develops specific
measurable knowledge and performance objectives based on any deficiencies.
Instructional Design
In the second step instruction design individuals decide on compile and produce the
training program content including work books exercises.
Validation
Validation is the third step in which the bugs are socked out of the training program by
presentation it to a small representative audience.
Implement the program
The Fourth steps to implement the program by actually training the targeted employee
group.
Evaluation
Fifth is an evaluation step in which management assesses the programs successes or
failures.
3.13 Training Methods:
Various methods of training which are given below:
Lectures, Demonstrations, Discussions, Computer based Training (CBT). Intelligent
tutorial system (ITS).Program Instruction (PI) virtual Reality. Behavioral approach is:
Games and simulations, behavior modeling, business games, case studies, equipment
stimulators, in basket technique, role play.
Page 26
On-the-job training
On-the- job training is the heart and soul of all training in individual or management
development. OJT sometime called soap training on- the- job training procedure given
below in table:
step
suggestion
Instructor
Divide take into logical part to create lesson plan.
preparation
Select training techniques, e.g. Demonstration.
Trainee preparation
Place trainee at ease.

Relate training to trainee needs, e.g., promotion.
Present the task
Present overview of task.

Precede form known to unknown, easy to difficult.
Adjust pace to individual difference.
Go through task explain each step.
Have trainee tell instructor what to do.
Tryout performance
Have trainee explain each step prior to execution.

Be aware of learning plateaus to sustain motivation.
Provide feedback on progress.
Follow-up
Positively reinforce continuously at start.

Move to variable positive reinforcement schedule as trainee
matures.
Off the job training

Off the job training covers a number of techniques classroom lectures, videos and films,
Case studies and others.
I.
Classroom lecture
Lectures designed to communicate specific interpersonal technical or problem

solving skills.
II.
Videos and films
Using various media production to demonstrate specialized skills that are not easily
presented by other training methods.
Page 27
III.
Simulation exercise
Training that occurs by actually performing the work. This may include case analysis,
role playing and group decision making.
IV.
Computer based training
Simulating the work environment by programming a computer to imitate some of

the realities off the job.
V.
Vestibule Training
Training on actual equipment used on the job but conducted away from the actual
work setting a simulated workstation.
VI.
Programmed instruction
Condensing training material into highly organized logical sequences. May include
computer tutorials interactive videodisk.
VII.
Case study Method
The case study method presents a trainee with a written description of an

organizational problem. The person then analyzes the case diagnoses the problem
and presents his findings and solutions in a discussion with other trainees.
VIII.
Outside seminars
Many companies and universities offer web based and traditional management
development seminars and conferences. For example FBCCI arranges some short
terms training on different business related areas.
IX.
University Related programs
Many universities and institutes provide executives education and continuing

education
Program in leadership supervision and the like.
3.14 Development:
Development is the process of increasing efficiency and changing behavioral pattern or
mentality toward particular issues for the achievement of organizational objectives. That
is, any attempt to improve current or future management performance by imparting
knowledge, changing attitude or increasing skills is called development. Development
Page 28
involves in attaining the long-term efficiency in the workplace, that is getting the benefit
in future rather than the present improvement in certain skill.
3.15 Difference between Training and Development:
Training is concerned with the immediate improvement of specific skill of the employee,
that is the ways to make the employee more effective in his current role whereas
development is a process to make the employee efficient enough to handle critical
situations in the future, that is how well he can equip himself for the future demands.
The basic difference is, training focuses on the current job skill (Short term process)
whereby the development focuses on the future job skill and efficiency (Long term
process).
3.16 Career Development:
Career development involves managing career either within or between organizations. It
also includes learning new skills, and making improvements to help in career. Career
development is an ongoing, lifelong process to learn and achieve more in career.
Whether anyone looking at making a career change, or moving up within a company,
planning his/her career development will succeed. By creating a personal career
development plan; one can set goals and objectives for personal career growth.
3.17 Performance Evaluation:
The method of evaluating an employee's performance which involves tracking,
evaluating
and
giving
feedback
on
actual
performance
based
on
key
behaviors/competencies established in the goals that support the achievement of the

overall organizational mission.
Page 29
Chapter- Four
Training and Development

At NRB Global Bank
Page 30
4.0 Introduction:
Training and Development is a vital issue of Human Resource Management. Training
Involves the change of skills, knowledge, attitude or behavior of employees.
NRB Global Bank Limited is committed to providing an environment which enables
continuous learning, growth and personal achievement of all employees. The
achievement of this commitment by the Company is also reliant on employee
commitment and their willingness to learn, develop, take on new roles and
responsibilities and seek opportunities for self-development.
The Company is committed to the effective induction of all employees and in supporting
all employees to realize their full potential. Training and development opportunities are
offered on a fair basis to all employees. The Company ensures that no employee
receives less favorable treatment or consideration.
4.1 Training & Development of NRB Global Bank Limited.
Training
Training is the acquisition of new skills and knowledge relevant to a job. Development
involves the growth of an individual's wider education and capabilities within a field of
employment.
Induction training familiarizes new employees with their role and responsibilities.
Colleagues are introduced, systems explained and the expectations of the job are
clarified.
Onthejob training is arranged in the workplace through instruction and
observation.
Offthejob training takes employees away from the immediate workplace. It may
be 'inhouse' using the employees facilities or 'outhouse' and provided by
another company or college/university.
Development
On the other hand, generally focuses on future jobs in the organization. As example, if
you become a sales territory manager, the skills needed to perform that job are quite
different from those required for selling the products.
Page 31
Now you will be required to supervise a number of sales representatives; requiring a

broadbased knowledge of marketing and very specific management competencies like
communication skills, evaluation employee performance, and disciplining problem
individuals.
Methods of Development
Some development of an individuals abilities can take place on the job. We will review
several methods, three popular onthejob techniques
Job rotation
Assistantto position
Committee assignments
And three offthe jobs methods
Lecturer
courses
and
seminars
Simulation exercise
Outdoor training.
4.2 Trainings that are offered from NRB Global Bank Limited to its employees.
1. AML and Terrorist Financing Activities (1day)
2. Anti-Money Laundering and combating Financing Terrorism (1days)
3. Work shop on Anti-Money Laundering and combating Financing Terrorism (CFT)Terrorism.
4. Nomination for Training on prevention of Malpractices in bank.
5. Foundation Course.
6. CIB Reporting.
7. Credit management Course.
8. Foundation Course (24 Days)
9. Credit Risk Grading (CRG)- (1day)
10. Asset Liability Management (ALM) (1day)
11. Financial Service, USA, Hotel Land Mark.
12. Legal Aspects of Security & Documentation.
13. International Trade Finance & Payment (6days)
14. Prevention of Fraud, Forgery & Malpractices in Bank. (1day)
Page 32
15. Workshop on Internal control & compliance Risk Management. (3day)

16. Trade Finance.
17. Documentation of Loans & Advances. (3day)
4.3 Training and Development Objective:
To help the employees perform more effectively in their jobs.
To prepare the employees for future growth and advancement by providing supervisory
and other management programs.
To building effective work teams through developing staff communications and

interpersonal skills.
To inculcate a sense of dedication to highest quality.
To keep an employee up-to-date with changes those affect the business environment.
Training Needs Assessment:

Need assessment is the first step in the training and development process and it focuses of detecting
and solving performance problem. The purpose is to identify if there is a need for training and the
nature of the content of the training program. This phase determines the relevance of particular
trainings to employees jobs and how it will improve the performance. It also addresses the
organizational problems and then distinguishes the training needs with an objective to identify an
appropriate training need which will link to improved job performance with NRB Global Banks
goals and bottom line.
Training Administration:
Objectives of a training program cannot be met unless there is a role-playing of the Human Resource
Department.
Page 33
This Department carries out all the administration tasks of the training in co-ordination with the
departmental supervisors, employees and at the same time with the trainer who will be or is in charge
of providing the training program. As such, the HR department works as an intermediary between the
employees, their supervisors and the training program.
This is done to prevent any form of miscommunication and to ensure that the employees are receiving
the right training pertaining to their needs, which will lead to improved performance of the company.
Training Evaluation:
Each and every training program is carried out with a view to achieving some pre-determined
objectives and to analyze whether those objectives are fulfilled, training evaluation is a must. NRB
Global Bank believes in continuous development. Therefore, performances of the trainees are
important to evaluate to know the effectiveness of the currently practiced programs. This will also
help to rectify any loopholes in the process, which can be addressed during the evaluation process.
The overall phase of Training Evaluation will focus on:
v Employees reaction towards the training program
v Analysis of the knowledge and skills that the employees have learned from the training
programs
v Application of the knowledge and skills that were taught in the training
v Results of the new inputs made by the trainees.
4.4 Importance of Training & Development

Optimum Utilization of Human Resources Training and Development helps in
optimizing the utilization of human resource that further helps the employee to achieve
the organizational goals as well as their individual goals.
Development of Human Resources Training and Development helps to provide an
opportunity and broad structure for the development of human resources technical and
behavioral skills in an organization. It also helps the employees in attaining personal
growth.
Development of skills of employees Training and Development helps in increasing the
job knowledge and skills of employees at each level.
Page 34
4.5 Management Development of NRB Global Bank

On the Job Development:
Coaching.
Under Study.
Committee Assignment.
Job Rotation.
Off the Job Development:
Sensitivity Training.
Transactional Analysis.
Training within the company.
Training outside the company.
Lecture Courses.
Simulation Exercise.
Workers Development:
Coaching.
Under Study.
Committee Assignment.
Group Assignment
4.6 Methods of Employee Training that NRB Global Bank Ltd follow:
NRB Global Bank Ltd follows both the on the job and off the job training methods for its
employees.
On the job training:
Job Rotation: NRB Global Bank Ltd employees move to various positions in the
organization in an effort to expand their knowledge, skills, and abilities.
AssistantTo positions: Employees at NRB Global Bank Ltd with potential sometimes work
under successful managers often in different departments of the banks; this helps the assistant
to get successful virtues from his superior. This helps a lot to get an informal but most
effective training.
Page 35
Committee assignment: committee assignment can allow the employee to share decision
making, to learn by watching others and to investigate organizational problems. NRB Global
Bank Ltd arranges committee assignments for its employees and the bank allows its
employees to express their best toward the organizational development by individual
potential.
Off the job training:
Lecture course and seminar: NRB Global Bank Ltd arranges trainings for its employees at
its own training institute. The trainers use lecture courses and seminar to train the employees.
4.7 Four Parties of Training and Development:
Designer
Trainer
Trainee
Beneficiaries of
training objectives
Evaluator
Figure 4.(a): The Four Parties of Training and Development in NRB Global Bank Limited.
4.8 NRB Global Bank training institute starts journey

The training institute of NRB Global Bank Limited (NGB) started its journey at
Panthopath in the city on Sunday through a Foundation training programme for the
bank's officials. The bank's honorable chairman Mr. Nizam Chowdhury inaugurated the
new training institute as the chief guest. Among others, Additional Managing Directors
Md. Golam Sarwar & R Q M Forkan, principal of training institute, higher officials of the
bank were present in the inaugural ceremony.
Page 36
All modern training facilities are available at the training institute. A total 30 officers
from the branches and Head Office of the bank took part in the training course.
4.9 Foundation Course:
NRB Global Bank Limited has Training Institute for Training and Development of
employees. Different types of trainings are offered to the employees according to the bank
rule. Foundation course is important and mandatory training course for employees of
NRB Global Bank. The course duration- 24 days. The foundation course provides a solid
knowledge of the financial instruments and their use as investment vehicles.
This course for Assistant officer, Trainee assistant officer, Trainee assistant& Cash
officer.
Module of Foundation Course of NRB Global Bank Limited.
Basic Accounting Related to Bank.
General Knowledge.
Basic English Learning.
General Banking.
Credit Management. .
International Trade.
Some Important Topics of the Course.
Principal of double entry system of accounting.
Ascertaining Debit and Credit of different accounting transaction.
Different method of depreciation of fixed asset and Different method of
valuation inventory.
Bangladesh at a glance.
An introduction of International financial institutions & Organizations.
Pricing of loan ascertaining yield on advances.
Credit risk Grading.
Loan sanction, documentation, Disbursement procedures.
Career path development.
Page 37
4.10 Findings of the Study:

From the analysis of the data we can say the training that NRB Global Bank Limited
organizes for its employees are meeting their expectation.
The Bank cannot practices proper HRM guideline. The HRM have some objectives but
the bank can not follow all those objectives. Training and development sector, there are
onthejob and offthe job training techniques the bank follow some technique, but the
bank can not follow arranges offthejob techniques video and films show.
NRB Global Bank HR-TDC helps to create an outstanding professional image
within the banking industry by developing our workforce through need based
training associated with future requirement.
Impact of HR Training on Financial performances show, the more the number of
employees and the number of employee cost are increasing the better the result
of accounting and financial performances had took place over the year.
As a blend of development and commercial bank NRB Global bank provides its
client with full range of services to help them grow their assets and worth.
The training objectives are fully clear to the employees; the employees know why
they are having the trainings and how the trainings will help them in their work.
There are several ways of employees rewards, such as intrinsic vs. extrinsic
rewards, financial vs. non financial rewards, and performance based vs.
membership rewards, but the bank cannot provide all of the system.
There is a positive correlation between training activities provided by NRB
Global Bank HR-TDC and the financial performance of Bank. High training
activities(total no. of training participants and working days) results in high
financial performances of NRB Global Bank Limited.
Over the year the management of NRB Global Bank is trying to minimize the
training cost and also improve the training facilities.
NRB Global Bank HR-TDC is trying to improve the Banks
effectiveness by providing employees Development on job related
Knowledge, Skills and Attitude.
To prepare and make ready the workforce to comply with the new changes in the
national and global banking business.
All the employees believe that the training materials were useful and those were
relevant to the specific training.
Page 38
Chapter- Five
Recommendation
Conclusion
Photo gallery
Appendix
References
Page 39
5.1 Recommendation
After completion the study I have gathered some practical knowledge about the Human
Resource practices In NRB Global Bank.
It is really difficult to recommend NRBGB although this is new in banking industry. I tried
to give some recommendations according to my findings from the study. Following are
my recommendations:
First of all main important thing for an organization is the Recruitment,
which exists in this bank, is not well designed. NRBGB is facing problems
regarding new talents and capable employees, so the bank must ensure
one thing that is the working environment suiting for the new talents or
not. Working environment is very important fact for new generation
talents. Making sure the environment is suiting is the foremost duty for
NRBGB.
Dealing with the clients of a bank is very important for the reputation of
the bank. In case of any faulty submission of documents for opening or
closing of account, they should be requested for filling the requirements
as per regulation with lot of patience.
As this bank has been working for last one year, it has to draw attraction
for more clients to pace with the competitive world of banking. Though it
offers so many innovative products, it must advertise its banking activities
so that more customers can come here for banking activities to meet their
demand.
During account opening period the officers must inform each and every
detail to open specific account so that no client faces any hurdle of further
proceeds.
Qualified employees does not mean he/she has done exciding well is
his/hers academic life. NRBGB must ensure that every one can apply for
any job vacancy.
NRBGB uses Temenos 24 s oftware for clearing checks, the software needs
to be updates as the software lags during work hour.
Page 40
5.2 Conclusion
As an organization the NRB Global Bank Ltd has earned the reputation of top banking
operation in Bangladesh.
NRB Global Bank Limited is a fourth generation bank with all the latest technology which
is blended with the bank. The banks aim is to satisfy the client in every way possible. It
takes a lot to be a recognized brand, in which NRB Global Bank is doing quite good. It
near future this bank will be in the top ranked bank in Bangladesh.
NRB Global bank employees are very communicative and helpful. They helped me in
every way possible to provide me all the information regarding this internship report.
In this bank the employees are not that much motivated on the basis of the
remuneration package the bank offers, due to that the turn over ration is 5.08%, the
bank should take a step forward to resolve these manner as soon as possible. Here, all
the employees are very much cooperative with their customers, colleagues and visitors.
To sum up, I want to say that I am very lucky to join here as an internee because I
always got the support and motivation to assemble knowledge from NRB Global Bank.
NRBGB is engaged with general banking activities with a view to expand banking services
to the clients. All the employees of this bank are very qualified and dedicated, who are
always trying to provide the best service to the customers. In this bank the employees
are highly motivated due to their remunerations and other benefits. Here, all the
employees are very much cooperative with their customers, colleagues and visitors. To
sum up, I want to say that I am very lucky to join here as an internee because I always
get support and motivation to assemble knowledge from NRB Global Bank.
Page 41
5.3 Photo Gallery

BRANCH OPENING
Jubilee Road Branch.
NRB Global Bank formally opened its Jubilee Road Branch at Chittagong on November 27, 2014. Mr. Nizam
Chowdhury Chairman of the bank has inaugurated the operations of the branches as chief guest.
NRB Global Bank formally opens its 36th & 37th Branch on December 26, 2016
NRB Global Bank formally opened its 36th Branch at Coxsbazar & 37th Branch at Chambol, Bashkhali,
Chittagong on December 26, 2016. Mr. Nizam Chowdhury, Chairman of the bank has inaugurated the
operation of the branches as chief guest.
Workshop On AML & CFT:
NRB Global Bank Ltd conducted daylong training on Anti-Money Laundering and Combating Financing
Terrorism at its Head Office recently.
Page 42
5.4 Appendics
ACRONYMS
NRBNon Residential Bangladeshi
H.R.D- Human Resource Division
LTD- Limited
C.S.R-Corporate Social Responsibility
O.J.T-On the Job Training
R&D-Research & Development
CRM-Credit Risk Management
SME-Small and Medium Enterprise
PR-Public Relation
MD-Managing Director
MTO-Management Trainee Officer
TO-Trainee Officer
TCO-Trainee Cash Office r
TAO- Trainee assistant officer
JO- Junior officer
VP- Vice President.
NRBGB- NRB Global Bank
Page 43
REFERENCES
Text Book
Irwin L. Goldstein and J. Kevin Ford, Training in Organization 4th edition.
Professor Md. Mohiuddin, Human Resource Management 6th edition.
Kenneth J, McBey and Monica Belcourt, Strategic Human Resources planning, 2nd edition.
C.R Kotheri, Research Methodology 2nd Edition, 2003-2004, Wishwa Prakashan, Calcutta,
India.
Prospectors and Published Documents:
Training Manual.
Service Manual.
Website
www.nrbglobalbank.com
www.wikepedia.com
www.scripedbd.com
www.assignmentpoint.com
Other References:
i.
NRB Global Bank Limited . (2013). About Us . Dhaka .
ii.
NRB Global Bank Limited . (2013). Recruitment Policy . Dhaka .
iii.
NRB Global Bank Limited . (2014). Corporate Achievement . Dhaka .
iv.
NRB Global Bank Limited. (2016). Dhaka.
v.
Biplob Mohammad Ali(2011), internship report on training and development of

Bank Asia ltd.
vi.
Tanvir Hossain Tashu (2015) internship report on training and development of

NRB Global Bank Bank Limited.
vii.
Fahim Shafi Azizi- Assistant Officer- NRB Global Bank Limited, Jubilee Road
Branch, Chittagong.
viii.
Sanjida Chowdhury- - NRB Global Bank Limited, Jubilee Road Branch, Chittagong.
Page 44

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Introduction of The Report

Internship Report of Training & Development. A study on NRB Global Bank

resources to people engaged in numerous economic activates. The tremendous growth

Internship Report of Training & Development. A study on NRB Global Bank

1.2 Rationale of the study:

Internship Report of Training & Development. A study on NRB Global Bank

1.4 Methodology of the study

Internship Report of Training & Development. A study on NRB Global Bank

Internship Report of Training & Development. A study on NRB Global Bank

2.1 Introduction of NRB Global Bank Ltd.:

2.3 Mission of the bank:

Internship Report of Training & Development. A study on NRB Global Bank

2.6 Board of Directors:

Mr. Nizam Chowdhury

Mr. Ghulam Mohammed

Dr. Mohammed Faruque

Mr. Belal Ahmed

Mr. Mohd. Ataur Rahman

Mr. Mohammad Manzoor Alam

Internship Report of Training & Development. A study on NRB Global Bank

Mr. Mohammed Shahjahan

Mr. Osman Goni

Mr. Rashed Uddin Mahmud

Mrs. Maimuna Khanam

Mr. Mohammad Morshedul

Mr. Md. Jahangir Hossain

Mrs. Sarwar Jahan Maleque

Mr. Mohammad Fazlay

Mr. Subrata Kumar Bhowmick

Ms. Danny Chowdhury

Internship Report of Training & Development. A study on NRB Global Bank

2.7 Profile of NRBGB:

Getting NOC from Bangladesh Bank

June 19, 2013

Consent from BSEC for raising Paid up

July 07, 2013

July 21, 2013

Date of Commencement of Business

July 21, 2013

License from Bangladesh Bank for Head

July 25, 2013

July 29, 2013

Opening of Head Office

September 09, 2013

License from Bangladesh Bank for Gulshan

October 10, 2013

October 23, 2013

2.8 List of the NRBGB branches:

Beldi Bazar Branch

Internship Report of Training & Development. A study on NRB Global Bank

Panthapath Mahila Branch

Agrabad Corporate Branch

Panchgachia Bazaar Branch

Cox's Bazar Link Road

Jubilee Road Branch

Rowshan Hat Branch

Nandiapara Bazar Branch

Kashipur Bazar Branch

Monsur tower Jamgara Gazirchat Madrasha P/SAshulia,Upazilla Savar Dist. Dhaka

Internship Report of Training & Development. A study on NRB Global Bank

Dakbangla Bazar Branch

Fatema Market Mouza- Mirjapur, Union- 3No.