WELCOME TO THE

PRESENTATION
 PRESENTED BY:
Shamima Nasrin
ID:021122127
Program: BBA
Batch:39 th

Department of HRM
University of Development
Alternative (UODA)
 PRESENTATION TOPIC
“Performance Appraisal
of Mutual Trust Bank
Limited”
AREAS COVERED
 Objectives of the Report
 Methodology of the Report
 Limitations of the Study
 Organizational Overview of Mutual Trust Bank Limited
 Theoretical Aspects

 Analytical Part of the Performance Appraisal

 Performance Appraisal Analysis of MTBL
 Questioner Analysis
 Findings

 Recommendations

 Conclusion
Objective of the Study
Broad Objective: The broad objective of the study is “the
performance appraisal method of mutual trust bank ltd”.

Specific Objective: The following aspects can be listed as the

specific objectives for this practical orientation:

To analyze the performance appraisal method followed by

mutual trust bank ltd.
To find out the problems regarding the performance
appraisal method of mutual trust bank ltd through the
questionnaire survey analysis.
To identify the problems of performance appraisal method
and recommend some possible measures to overcome
problems.
Methodology of the study
Research Design
This is descriptive type of research, which briefly reveals the
performance appraisal method of mutual trust bank Limited. It has
been administered both primary and secondary data.

Sampling plan
•Population
The target population was the executives, Operative employees
who are working in mutual trust bank Limited.
•Sample Size
Total sample size was 22 respondents which includes both
executives and operative employees, here shown in the following
table:
Executives Operative Employees Total
10 12 22
Table-1.1: Sample Size
Methodology of the study
•Sampling Method
The non-probability convenient Sampling method was used for
collecting information and to identify the respondents.

Questionnaire Design
Questionnaire was prepared with both open ended and closed
questions. One set of questionnaires was made for both executives
and operatives. The average time of questioning is 15/20 minutes.

Data analysis
Both the qualitative and quantitative analysis (Questionnaire
analysis) has been followed in this research. Quantitative questions
were scaled with well-known likert method. To analyze the gathered
data different types of computer software were used such as
Microsoft Word, Microsoft Excel.
Limitations of the Study
Therefore I have faced some limitations for preparing this report.
These are following-

As an intern it was difficult for me to collect information about

the bank's internal policies.
It was very difficult to collect information from various personal
for their jobs constraint.
Some of the officers were less interested to respond to my
questionnaire.
Lack of availability of information and data, as in many cases
updated data were not available.
To maintain banking secrecy some information are not
mentioned in this report
At present all employees of mutual trust Bank Limited are very
busy and it is hardly to get appointment with them.
Organizational
Overview
 Mission of the MTBL

They
Mutualaspire to beLimited
Trust Bank the most admired
(MTBL) financial
is a Public institution
Limited Company by
in the To
shares country,
in recognized
the Bangladesh,
maintain
with as a dynamic,operating
commendable
foreign remittance innovative and
performance.
MTBL provides company
client To
focused a wide range of offers
commercial banking services also.
maintain all typesthat an array
of deposit accounts of products
The bank has achieved success among its peer group within a short
To make
and services in investment
the search for excellence and to create
span of time with its professional and dedicated team of management
an To conduct
impressive foreign exchange
economic value. business
having long experience, commendable knowledge and expertise in
To extend other banking services
convention with modern banking. The Company was incorporated on
To conduct social welfare , activities through banking
Vision
September 29,of1999
the MTBL
under the Companies Act 1994 as a public
To finance in house building
company limited by shares for carrying out all kinds of banking
To make the life style easy through banking services
Mutual
activitiesTrust
withBank Limited's
Authorized visionofis Tk.
Capital based on a philosophy
38,00,000,000 divided into
known as MTB3V.
38,000,000 ordinaryTheir vision
shares to be: each. The Company was also
of Tk.100
issued Certificate for Commencement of Business on the same day
and One of the Best
was granted Performing
license Banks
on October 05,in1999
Bangladesh
by Bangladesh Bank
The
under the Bank of Choice
Banking Companies Act 1991 and started its banking
A Truly
operation World-class
on October Bank
24, 1999.
Theoretical Aspects
&
Analytical Part of the
Performance Appraisal
 Function
Human Resource
of HRM
Human Resources is also the organizational function that deals with
the people and issues related to people such as compensation, hiring,
HR Planning
performance management and training.

Human Resources Management

Performance
Human resource management (HRM) is the Job
Appraisal
Analysis
process an organization
undergoes to manage people in order to achieve its goals. It is the
governance of an organization’s employees. Human resource
management include: job analysis and staffing, organization and
utilization of work force, measurement and appraisal of work force
performance, implementation of reward systems for employees,
professional development
Training &of workers, and maintenance of work
Recruitment
force. Development Selection
Human
Trainingresource Planning
& development
Human
Training resource planning isis the
& development the field
process of forecasting
which is concerneda firm’s
with
future demand for
organizational and supply
activity aimedof atthebettering
right type the
of people in the right
performance of
number.
individuals and groups in organizational settings.

Job Analysis
According to Gary Dessler-“Training is the process of teaching new
employees
Job analysistheis basic skills they
the process usedneed to perform
to collect their jobs.”
information about duties,
responsibilities, necessary skills, outcomes and work environment of
Performance
a particular job. Appraisal
A Performance appraisal is a review and discussion of an employee’s
Recruitment & Selection
performance of assigned duties and responsibilities. The appraisal is
Recruitment is the
based on results process
obtained of employee
by the finding and qualified
in his/her job,ornotsuitable
on the
employee’s
applicants topersonality
fill the vacancies. On theThe
characteristics. other hand selection
appraisal measures isskills
the
process
and of hiring people
accomplishments forreasonable
with job. Right accuracy
man rightand
jobuniformity.
is the main goal
of selection.
Methods of Performance Appraisal
Essay
Field Review
Appraisal
Management by Objectives
To
Theavoid,
In itsfield or to deal
simplest
review form, with,
is one of the
this feeling
several
technique that
techniquestheythe
asks foraredoing
beingthis.
rater tojudged
A by
write a
unfairly
memberhigh
paragraph standards,
oforthe
more
personnel employees
coveringor central in some organizations
an individual's
administrative
strengths, are being
staffweaknesses,
meets with
asked
small to
potential, set
and- of
groups or help
on. Inset
so raters - their
from
most each own
selectionperformance
supervisory
situations, goals.
unitparticularly
and goesWithin
over the
those
past
eachfive
involving orprofessional,
six years,
employee's ratingMBOwith has become
sales,
them orto (a) something
managerial
identify areas ofofa inter-rater
positions,fad and
essayis
so familiar from
appraisals
disagreement,to most managers
(b)former
help the that arrive
employers,
group I will not
at adwell
teachers, or on
consensus, it here.
associates
and (c)carry
significant
determine weight.
that each rater conceives the standards similarly.
360 Degree Feedback
Forced-Choice
Graphic
Many firms Rating Rating
Scale the idea of upward feedback into what
have expanded
the
Thiscall
Like the360-degree
technique mayfeedback.
field review,notthis It isdepth
technique
yield the a technique
was which
of developed
an essay toisreduce
systematic
appraisal, bias
but it
collection
and
is more of performance
establish objective
consistent data on Itanmay
standards
and reliable. individual
of group, between
comparison
also include derived
specific
from a number
individuals,
performance but ofdoes
it
items stakeholders
like not
oralinvolve like
theimmediate
and written interventionsupervisors, team
of a third party.
communication.
members, customers, peers and self. 360-degree appraisals are
useful to measure inter-personal skills, customer satisfaction and
team building skills.
Performance Appraisal
Analysis of MTBL
 The Problems
Performance Faced inused
Appraisal MTBLin MTBL
MTBL
360 facefeedback
degree some problemis usedwhich
in theisMutual
given below:
Trust Bank Limited. The
feedback is generally used for training and development, rather than
Rater effect:
Central tendency:
for pay increases. It is a technique which is systematic collection of
This occurs
includeswhenfavoritism,
employees stereotyping, and rated
are incorrectly hostility.
near Extensively
the average
performance data on an individual group, derived from a number of
high or low
or middle of score are The
the scale. givenattitude
only toof certain
the raterindividuals
is to play or groups
safe. This
stakeholders like immediate supervisors, team members, customers,
based on the
safe playing rater'sstems
attitude attitude
from towards them and
certain doubts andanxieties,
not on which
actual
peers and self. In fact anyone who has useful information on how an
outcomes or behaviors;
the raters have been assessingsex, the
age,rates.
race and friendship biases are
employee does a job may be one of the appraisers.360-degree
examples of this type of error.
appraisals are useful to measure inter-personal skills, customer
satisfaction and team building skills. 360 degree feedback is also
Halo error:
known as the multi-rater feedback, whereby ratings are not given
A halo error
Spillover takes place when one aspect of an individual's
effect:
just by the next manager up in the organizational hierarchy, but also
performance
This refers influences
to allowing the past
evaluation of the entire
performance performance
appraisal rating of
to
by peers and subordinates.
the individual.influence
unjustifiably The halocurrent
error occurs when
ratings. Pastanratings,
employee whoorworks
good bad,
late
resultconstantly
in similarmight
rating be
forrated high
current on productivity
period although theand quality of
demonstrated
output
behavior as does
well not
as on motivation.
deserve the rating, good or bad.
Questioner
Analysis
Question no-1:
no-3: Are you
you aware
aware about
about the
yourmodern
performance
techniques
appraisal
used in
or
performance
any evaluation
appraisal?
done by your superior
Question no-2:
no-4: Performance appraisal
appraisal techniques
techniques make
make you
you better
better
eligible for promotion, demotion, & transfer.

20.00%
20.00%
60.00%
80.00%
3rdQ.
1st Q.Yes
Yes
80.00% 3rdQ.
1st Q.No
No
80.00%
4th Q. Agreed
2nd
40.00%
4th Q. Not agreed
2nd
20.00%
Question no-5:
no-8: Do
Performance appraisal is appraisal
you think performance most of the time or
is useful fairjust
anda
unbiased.
waste of time?
Question no 9: Have
no-6: Properyou
andunderstood
adequate clearly, as to what
performance is expecting
appraisal plays a
from you?
crucial role in your career development.
Question no-7: Does performance appraisal report is helpful in
identifying Training and Development need or it laid development
plan for you?
5th Q. Useful
8th Q. Agreed
38%
10%
5th Q. Waste
8th Q.of time
Not
30% 85%
92% agreed
22% 9th Q. Yes
6th Q. Agreed
60%
9th agreed
6th Q. Not Q. No

40% 9thaQ.
7th Q. To Cant’ say
large
15%
92% 8% extent
8% 7th Q. To some
extent
7th Q. Not at all
Findings:
 Performance appraisal in MTBL is done on an annual basis. This
should be done quarterly to make it more effective.
 Relation of the employees with the superiors is supportive.
 Maximum support is given to the employees for their innovative
ideas for process improvement.
 Maximum employees are favorable with the internal
environment of the organization.
 Majority of the employees are satisfied with their increment
through monetary motivation.
 Majority of the employees are satisfied with the medical support
given by the organization through this their performance can
increase.
 Maximum employees are satisfied with the recreational activities
provided by the organization.
 Feedback is provided to the employees though in a very few
occasion.
Suggestions:
Performance Appraisal should be experience, work skill and group
work.
Evaluation should be as per performance and shall not be biased.
Valuation of performance should be done in each quarter.
Appraisal should not be Bell Curve. It should be based on
department/ individual either 100 or 0%.
Performance Appraisal should be done by MBO (Management by
Objective) /M&M method of appraisal.
Organization must use 360 degree appraisal method because this
method not only includes the performance of an employee but his
interpersonal skills also.
MTBL should quickly setup a call center and expend its alternative
service delivery channels by introducing mobile banking.
MTBL should make stronger its internet banking.
MTBL should establish ATM Booth countrywide as soon as
possible.