“Training and Development Process of

i ©Daffodil International University

Internship Report on

“Training and Development Process of

Southeast Bank Limited”

ii ©Daffodil International University

Internship Report on

“Training and Development Process of Southeast Bank Limited”

Submitted To:

Dr. Sayedul Anam

Assistant Professor

Department of Business administration

Faculty of Business & Entrepreneurship

Daffodil International University

Submitted By

Sristy Roy

ID: 172-11-5570

Major in Human Resource Management




Date of Submission:

iii ©Daffodil International University

Letter of Transmittal

To

Dr. Sayedul Anam

Assistant Professor




Subject: Submission of Internship Report

Dear Sir,

It is my honor to submit my Internship Report titled “Training and Development Process of

Southeast Bank Limited”. As a compulsory prerequisite for BBA program. This temporary

position program was my absolute first hands on introduction and gave me a learning experience

and information in as few territories.

While working in Southeast Bank Limited I gathered knowledge and experience related to

Human Resource Division which I believe that would be helpful for my future job life. After

gathering experiences in three month internship program I tried my level best to come up with an

effective report.

It would be really grateful if you find this report useful and accept it and I would like to thank

you once again for giving me the opportunity to prepare this report and also for your support and

guidance.

Sincerely Yours,

Sristy Roy

ID: 172-11-5570

Major in Human Resource Management




iv ©Daffodil International University

Certificate of Approval

This is to certify that Sristy Roy has done the Internship program under my guidance and

supervision. He has prepared a report on “Training and Development Process of Southeast

Bank Limited” and submitted it to me by fulfilling the rules and regulation.

Sristy Roy has submitted this report in partial fulfillment of requirement for the degree of BBA

program. The report is accepted for presentation.

I wish her success.

……………………………………………

Dr. Sayedul Anam

Assistant Professor




v ©Daffodil International University

Acknowledgment

At first I might want to offer my thanks to the Almighty who has

allowed me the Chance to go through the interaction of temporary job

report composing on examination of Training and Development program

of SEBL.

I might want to accept the open door to offer my thanks to my temporary

position boss Dr. Sayedul Anam, Assistant Professor, Department of

Business organization, Faculty of Business and Entrepreneurship,

Daffodil International University whose course, direction and backing

caused me a ton to make this temporary job report. I'm astoundingly

uncommon full to Dr. Sayedul Anam for giving me the norm to the

fulfillment of this report.

My most profound appreciation and much gratitude goes to my branch

chief Chinmoy Sen Gupta, VP and Head of Branch of Narayanganj

Branch and Faisal Ibne Mustofa, FAVP and Manager Operation of

Narayanganj part of SEBL. I'm truly thankful to them for their help and

help in gathering this report by giving me fundamental data, advices,

collaboration and direction.

Finally I should specify the magnificent work space and bunch

responsibility of my partners of SEBL bank that has empowered me a

ton of arrangements to do and notice the financial exercises during my

three months of working life in SEBL.

vi ©Daffodil International University

Executive Summary

This is the report dependent on Southeast Bank Limited about

examination of preparing and advancement program of SEBL as

of now. As being totally new to banking area, this exploration

report has improved my insight about HRM. All things

considered, they were all valuable for my vocation. Any

corporate business world is a lot of serious and the

accomplishment in the opposition relies generally upon the

exhibition of individuals connected to it. Banking is an

incredible area of consolidate business. The Banking Industry is

an assistance situated industry which offers various types of

assistance to its clients in different manners with the assistance

of its HR. Along these lines productive and very much prepared

HR can massively affect the result of the financial business. So a

financial association should be quick to distinguish the HR as in

workers and train and create them to get down to business the

financial activity appropriately. Preparing and Development of

the workers are vital for a bank to run easily. This movement

can greatly affect the economy of the country. So a bank like

Southeast Bank Limited ought to make them train and

improvement offices to upgrade the information and efficiency

of the representatives. A legitimate Human Resource

Department with sufficient preparing and advancement office

can make Southeast Bank Limited more productive and make it

the best bank in Bangladesh.

vii ©Daffodil International University

Table of Content

Serial

No. Title Page No:

Title page i

Cover page ii

Letter of Transmittal iii

Certificate Approval iv

Acknowledgement v

Executive Summary vi

Chapter:01

Introduction 01

1.1 Objective of the Report:

02

1.1.1 Broad Objective 02

1.1.2 Specific Objective 02

1.2 Methodology of the study 03

1.3 Limitation of the Study 03

Chapter-02

Overview of Southeast Bank Limited

04

2.1 Board of Directors 05

2.2 Management of the Bank 05

2.3 Vision 06

2.4 Mission 06

2.5 Major departments of SEBL 06

2.6 Corporate Philosophy 07

viii ©Daffodil International University

2.7 HR Training & Development of SEBL 08

2.7.1 HR Vision 08

2.8 HR Principles 08

2.9 Core Functions of HR 09

Chapter 3

An Analysis on Training and Development

Practices

10

3.1 Current Scenario of Training &

Development center of SEBL

11

3.2 Role of Training 11

3.3 Training Policies of SEBL 12

3.4 Types of Training 12

3.5 Some problems related to training & development of SEBL

13

3.5.1 Individual Interview through annual interview

13

3.5.2 Business demand 13

3.5.3 Policy compliance 13

3.6 Training program at different level of SEBL

13

3.6.1 Training for entry level officers 13

ix ©Daffodil International University

3.6.2 Training on base 2 & Base 3 and stress testing

14

3.6.3 Training on UCP 600,600, ISBP-745

INCO terms 2012 and foreign remittance

14

3.6.4 Training on business issues 14

3.6.5 Training on Islamic Bank 15

3.6.6 Professional development 15

3.6.7 Customer care 15

3.7 Methods of training & developments 16

3.7.1 On the job training 16

3.7.2 Off the job training 17

3.7.3 Behavioral methods 18

3.8 Process of training and development 19

3.9 Objective of training & development 20

3.10 Importance of training & development 20

3.11 Training and development practice of SEBL

20

Chapter 4

Problem & Recommendation

21

4.1 Problems Identified 22

x ©Daffodil International University

4.2 Recommendations 22

4.3 Conclusions 23

References 23

©Daffodil International University Page 1

Chapter-01

Introduction


Banking is the foundation of an economy.as the business produces products and

wares, so does the bank makes and control currency advertise and advances

development of capital. Bank is the organizational that can control the cash supply

through loaning and speculation. It gathers store at the most minimal conceivable

cost and gives advances at greater expense. The distinction between these is the

benefit for the bank. Administrations to its clients are the results of banking

industry other being an urgent factor in advancing capital development in the

nation. As all financial and monetary exercises rotate round this significant

“Industry”, the job of banking can barely be over underlined. During the time spent

acknowledgment of stores and arrangement of advance, bank makes cash. This

trademark highlight separates bank from other money related establishment.

1.1Objective of the Report:

1.1.1Broad Objective

The board objective of the study is to illustrate the Training & Development

program of Southeast Bank Limited.

1.1.2 Specific Objectives

This study is undertaken with following specific objectives:

1. To find out the different methods of training and development process of

SEBL.

2. To analyze the different methods of training and development process of

SEBL.

3. To evaluate the different methods of training and development process of

SEBL.

4. To find out some problems related to the training and development process

of SEBL.

5. To make some recommendations on the basis of the problem.

1.2 Methodology of the Study:

The methodology of this report is altogether different from regular reports. I

will stress on the down to earth perception however this report containing

satisfactory information assortment. In the long run greater part of the report

will be a gathering of information that is accessible on web and the reports


just as my useful perception. Two types of data have been used to prepare

this report,

That are-

1.4 Limitation of the Study:

There are a few restrictions which are confronted while setting up this report. They

are given underneath

From the beginning, the authority might not want to uncover much about

their readiness technique as it doesn't fall under any bank's plan.

The head office reliably remains involved as it needs to oversee walk around

customers from 10am-6pm, likewise the authorities are in a flood and get

going with their own work therefore had relatively few freedoms to talk with

them properly.

One of the critical regulations is the insufficiency of brief timeframe period.

Since three moth isn't sufficient to know it the whole bank, so this report

doesn't contain all the extent of it.

• Face to face conversation.

• Informal conversation with colleagues.

• Important document provided by the officer of SEBL.

1.2.1 Primary Data

• Yearly report of SEBL.

• Annual report of SEBL.

• Web site of SEBL 1.2.2 Secondary Data


Chapter-02

Overview of Southeast Bank Limited


Southeast Bank Limited is a scheduled Bank under private sector established

under the ambit of bank Company Act, 1991 and incorporated as a Public Limited

Company under Companies Act, 1994 on March 12, 1995. The Bank started

commercial banking operations effective from May 25, 1995. During this short

span of time the Bank had been successful to position itself as a progressive and

dynamic financial institution in the country. The Bank had been widely acclaimed

by the business community, from small entrepreneur to large traders and industrial

conglomerates, including the top rated corporate borrowers for forward-looking

business outlook and innovative financing solutions. Thus within this very short

period of time it has been able to create an image for itself and has earned

significant reputation in the country’s banking sector as a Bank with vision.

It has been growing faster as one of the leaders of the new generation banks in the

private sector in respect of business and profitability as it is evident from the

financial statements for the last 4 years. The Company Philosophy – “A Bank

with Vision” has been preciously the essence of the legend of bank’s success.

2.1 Board of Directors

In SEBL the board of directors has been conceived as the sources of all power

headed by its chairman. It is legislative body of the bank board can delegate its

power and authority to professionals, but cannot delegate, relinquish or avoid their

responsibilities. The board of directors of the bank consists of 13 members who are

reputed business personalities and leading industrialists of the country.

2.2 Management of the Bank

The management team headed by the CEO, Shah Md. Nurul Alam, the President

and Managing Director has to take full loan of carrying out the guidelines, rules

and regulations and directions given by the board from time to time and provide all

the vital information to the BOD for their knowledge and effective decision

making.


2.3Vision

To be best classified beneficial bank in Bangladesh in states of capacity, recourses adequacy, advantage predominance, jingle association and

efficiency having truly amazing liquidity.

2.4 Mission

To make Southeast Bank Limited into a productive, advertise driven,

client centered establishment with great business administration

structure. Ceaseless improvement of our business approaches, process, furthermore, effectiveness through joining of innovation at all levels.

2.5 Major Departments of Southeast Bank Limited

A. General Banking

1.Account Opeining

2.Issuance of DD/TT/PO/FDR

3.Inter Bank transation

4.Account Section

5. Clearance section

6.Foreign remittance

B. Credit Department

1.credit proposal processing

2.Document and loan disbursement procedures

3. overview on all returns


2.6 Corporate Philosophy

For The Customers: To give the dominant part obliging and efficient fix

in each component of its industry. To be imaginative in the extension of new

financial gather and military.

For the Employees:

I. By advancing their solace through attractive installment and

fringe repayment. II. By advancing high-class representatives assurance through

great staff planning and development, and stipulation of

chances for occupation extension.

For the Shareholders:

I. By manufacturing in front and solidifying its area as steady

and dynamic money related association. II. By generating income and light go reserve on their asset

C.Foreign exchange Department

1.FC account opening

2.Fc currency disbursement

3.Authorized dealer activity

4.Export-Import document dealing

5.Opening of L/C


For the community: By egotistically adhering in a touchable way

to country-wide policies and objectives causative to the country’s

development, our role as a shrewdly responsible business inhabitant.

2.7 HR Training & Development of Southeast Bank Limited:

2.7.1 HR Vision: Associations an affiliation progress where laborers

appreciate process with self-importance are capably bothered to increment greatness to trade the human hold into human cash.

2.8 HR Principles

HR is all about dealing with employees from recruitment to retirement. It includes

manpower planning, selection, training and development, placement, wage and

salary administration, promotion, transfer, separation, performance appraisal,

grievance handling, welfare administration, job evaluation and merit rating, and

exit interview. Precisely, it deals with planning, organizing, staffing, directing, and

controlling of people. It was the machine behind the man that counted. Today,

people are the real power to drive organizations forward. Machines only assist

people. Ultimately, the machine is servant to men, not the other way around.

Attitude is the key to employee engagement and success. Hence, HR leaders must

emphasize attitude rather than experience. It is better to hire a new job seeker with

high attitude and no experience than one with a rotten attitude and years of

experience. If employees possess a good attitude, they will have the ability absorb

the knowledge, skills, and abilities that are essential to perform their tasks

effectively in the workplace. It is true that both attitude and intelligence are

essential to improve the organizational bottom line. If HR leaders find it is tough to

get both, they should choose attitude over intelligence as it helps accomplish

organizational goals and objectives.


2.9 Core Functions of HR:


Chapter 3

Training & Development of Southeast Bank Limited


3.1 Current scenario of Training & Development center of

Southeast Bank Limited.

In Southeast Bank Limited, Human assets (HR) division much of the time

embraces gratefully intended preparation programs focusing on the right

assortment of staff through great arrangement and assessment. Southeast Bank

accepts that unremitting firm work ought to be known so staff up to of regularly

differing business sector. In Southeast Bank the specialist development chart

depends on great readiness need assessment in 2016. Southeast Bank’s internal HR

readiness and development center set arrangement on 52 different subjects for

4,380 energized members, also an aggregate of 655 representatives be sent to

incorporate in an assortment of showing programs, conferences in residence and

abroad.

3.2 Role of Training

1.Business sorrounding

2.Learning & Completion

3.Business Excellence


3.3 Training policies of Southeast Bank Limited

Distinguishing the preparation needs of the considerable number of

representative, it is seen structure the workers perspective just as from the

particular division’s perspective.

Preparing and advancement is a structured action. HR Development of

SEBL sets the preparations arranging and spending plans for all the

divisions.

In SEBL, a preparation motivation arranged for every representative. This

preparation motivation contains the quality of long stretches of preparing for

every one of the workers in the different regions on which preparing would

be conferred.

The industrial meeting would be led either by inside or by remotely.

The particular office heads are the objective for the preparation programs or

a particular division.

When a worker has been chosen foe a preparation he/she will undoubtedly

go to the program.

Preparing criticism would be created from the members and their bosses.

Southeast Bank Limited advances interior coaches also outer. Preparing

strategies of Southeast Bank Limited.

3.4Types of Training

1.Orientatinal Training

2.Smooth Skill Training

3.Tacnical Training

4.Professinal Training

5. Managerial Training


3.5 Some problems related to training & Development of Southeast

Bank Limited:

3.5.1 Individual interview through annual interview: the deficiency

and the person requirement for educating and extension have been known from

side to side individual gathering of Annual Appraisal types of HR.

3.5.2 Business Demand: Since the bank and the administration have given

essentialness on little and center enterprises, cultivating, exchange banking, regular

banking & Finance the requirement for educating has been perceived in rising new

item dependent on the retail banking, agriculture and SME.

3.5.3 Policy Compliance Need: Diverse service issues have been analyzed

and instructing necessities were known therefore. Preparing focuses everlastingly

takes sitting on Anti-tax evasion, anti-terrorist financing, CTR and STR, FATCA

towards threatening vibe illegal tax avoidance and radical financing. Our inward

oversee and recognition division likewise finds a way to direct out-arrive at

workshop with the assistance of Bangladesh bank authorities to defer against fear

based oppressor financing.

3.6 Training program at different level of Southeast Bank Limited

Southeast Bank Limited accepts that legitimate types of preparing ads to the

improvement of HR and HR can be created by method for redesigning the new

activity understanding and capability. Preparing is on a very basic level a planned

steady procedure and endeavor by the executive to improve representative

competency levels and along these lines to build up individual capacity to perform

at work.

3.6.1 Training for entry level officers

An excellent number of induction level officials in the evaluation of Management

trainee (MT) and trainee assistant (TA-General and Money) were selected in 2015.

They are running specifically branches and divisions. They have establishment

educating on banking activities. Consistency of premise preparing relies upon the

absolute figure of confirmation level officials forgot about for the readiness the

premise instructional class will be for 22 working days for TA (General) 10 days


for TA (Cash) in which all the lions share all subjects paging’s helpful operational

Realities on banking tasks, person and get together assignments, introductions,

business declaration.

3.6.2 Training on Base 2 & Base 3 and Stress Testing

This is the time of year when you train to train, not train to race. That means in Base

you are preparing the body for the greater stresses that will follow in the Build period.

Build starts immediately after Base ends about 11-12 weeks before your first A-

priority race of the season. In the Build period you will be training with workouts that

are There is a big difference between training to train and training to race and yet I see

athletes in Base doing the very same workouts they will be doing a few weeks before

their first big event, such as anaerobic intervals, lactate hill repeats, and hard group

workouts. These are all workouts intended to prepare you for the stresses of racing,

not training. very much like the stresses you will experience in racing. This is training

to race.

3.6.3 Training on UCP 600, 600, ISBP-745 INCO terms-2012 and

Foreign Remittance

(Uniform Customs and practice) for documentary credits is a position of rule on

the issuance and used print of acknowledgement. The ISBP(international ordinary

banking practice). It is critical to update that the ISBP cant in any strategy change

the UCP 600 framework which be important to composing of acknowledgement,

yet it is in any case a costly partner direct to UCP.

3.6.4 Training on business issues

Banks and the services they offer remain essential to global economies, despite

repeat predictions of their imminent demise. To stay relevant, however, banks need

to adjust their business models and adapt to the new realities – tighter regulation,

lower interest rates, changing client needs and behavior, technology disruption, and

accelerating disintermediation.


3.6.5 Training on Islamic Banking

Significance is likewise referred to Islamic banking educating as well as T24

programming process underneath Islamic style with the assistance of in

arrangement information (IT) division.

3.6.6 Professional development

Instructing is the passage for any master development which expands data, abilities

and changes the methodology of the staff. Expertly built-up and gifted staff is the

assets/pay for any bank some instructing has been intended to create divergent

abilities and data of the authorities of the bank to assume control over any

requesting ordinary implements included their assortment.

3.6.7 Customer care

HR educating and development center are giving fundamentals tension to the agent

customer affiliation. Right now will be directed on the associated issues like

participation aptitudes, customer relationship management (CRM), customer

administration, exchange Banking, habits and way in banks.


3.7 Methods of Training & Development

3.7.1 on the Job Training:

On the preparation is given in the association by the senior staffs or partners and

administrators. Representatives are guided to what in particular to do or what not

to do and how to do the work. Southeast Bank practices a few techniques while

utilizing the hands on preparing, for example, work pivot, temporary position, and

apprenticeship. Southeast bank utilized this strategy where worker stays in

association and put them in genuine working condition and make them beneficial

in a lack timeframe.

Job Rotation- it is a technique that requires a representative to know

numerous different positions in different division in the association. On the

off chance that anybody is missing in other division for a brief timeframe,

they can play out the work. Southeast Bank utilizes this technique for

making representative more flexible.

Internship- Short time preparing program masterminded in the association.

Workers are given a manager under whom they will figure out how to play

out the work all the more proficiently. It is non-paid preparing program in

Southeast Bank.

Apprenticeship- it is additionally like the temporary position where workers

are given a rule by a talented representatives or directors to apply the

hypothetical idea in the association where it is required.

Job Rotation Internship Apprenticeship

On the Job Training

Off the Job Training


3.7.2off the Job Training:

Off the preparation alludes to the preparation that isn't given in the

association yet outside of the association which zeros in additional on

correspondence to create relational abilities. There are numerous approaches

to do off the work preparing at Southeast Bank.

Class room training- In Southeast Bank, utilized study hall preparing

program where huge number of workers can acquire and build up

their ability by utilizing TV video, slides introduction which are

identified with the talk’s content. It is extremely regular way of

preparing which is exceptionally valuable to the new representatives

who have less or no clue about the subject.

Behavioral model- Through this model representative can build up

another conduct which is gainful toward the Southeast bank. It is

extremely viable for the representatives.

Case study- In this technique representatives are given a genuine

circumstance in which they need to discover the issues and give the

arrangement. Teacher of the Southeast bank gives this strategy to

building up the abilities of dynamic.

Classroom Training

Behavioral Model

Case Study


3.7.3 Behavioral Methods:

These techniques are a greater amount of giving reasonable preparing to the

students. The different techniques under social methodology permit the learner to

conduct in a genuine design. These techniques are best utilized for expertise

advancement. There are different sorts of social techniques they are given

underneath

Games and reproductions

Behavior-displaying

Business games

Case examines

3.8 Process of Training and Development

When genuine execution is not exactly the longing or expected execution at that

point preparing is required. To find out about the preparation interaction we will

utilize ADDIE model where 5 stages portrays the entire preparing programs. 5

stages are given beneath


1. Analyze: Analyze: In the dissect stage existing execution is contrasted and

the craving future execution and attempt to discover the hole. There can be 2

sorts of expand, for example, present execution hole where some issue is

happened now and need to patch it. Also, other one is future execution hole

in which something can be made issue later on however need to recognize

now to improve future.

2. Design: In configuration stage, info will be the yield of the investigate stage.

It will discover the holes of happened in the examine stage and as per that a

preparation program will be plan. It is the best way to deal with pass on the

goal of the preparation. These stages decide the preparation target where it

will clarify what will be prepared and how to prepare the workers.

3. Develop: training programs are configuration to think about preparing

materials like manuals, addresses, slides with the goal that real preparing

materials can be created. It utilizes the yield of configuration stage as info. It

assists with clarifying instructional procedure which is comprising of time,

request and connection of the strategies utilized in the preparation program.

4. Implementation: Setting up the preparation for having the longing result

with pre-arranged strategy is called preparing execution. It is done to see the

aftereffect of the preparation by the association which cost cash. It is the

most unpredictable capacity of the preparation program, in the event that

anything doesn't work can cause disappointment of the program. Some of

the time all around arranged preparing program bombs because of wrong

advances. Here, every one of the things that have been learned in the

preparation program is applied, in actuality, to perceive how the preparation

program functions in the hierarchical point of view, all things considered. To

discover any mistake in the plan and execution stage, there should be

directed a dry run test before genuine one is led.

5. Evaluation: In this stage, association will assess the preparation program to

see the viability of the preparation in the reality and has it accomplished its

evenhanded or not. There are two kinds of assessment measure. Initial one is

measure assessment where preparing interaction will be assessed to see that

cycle has done by the preparation plan. Second one is result assessment

where it will show the genuine advantage of the preparation program

occurring in the association. If preparing has any enhancement for

association. It will be contrasted and preparing result. It tends to be done

through criticism, examination and association


3.9 Objective of Training and Development:

Needs bring about preparing and improvement objective, which should express the

ideal conduct and the condition under which it is to happen. These expressed goals

at that point become principles against which singular execution and the program

can estimated. Explicit, quantifiable, time – directed destinations like those

recorded above for a preservationist give the mentor and the learner explicit

objectives that can be utilized to assess their prosperity. On the off chance that the

goals are not met, disappointment gives the HR office criticism on the program and

the members.

3.10 Importance of Training and Development:

Training and Development helps in enhancing the use of human asset that further

encourages the representative to accomplish the hierarchical objectives just as their

individual objectives. Preparing and Development helps in expanding the work

information and abilities of representatives at each level. It assists with growing the

skylines of Human acumen and a general character of the representatives.

3.11 Training and Development Practices of SEBL:

Methods are the routes through which representatives are prepared. SEBL utilizes

a few strategies for preparing relying upon the circumstance and preparing

destinations. Be that as it may, the techniques for preparing can fundamentally

order into two kinds. On-the - work Training (0.1T) implies having an individual

become familiar with a task by really doing it. Each representative, from sorting

room agent to organization president, lands on the position preparing when the

individual joins a firm. In numerous organizations, OJT is the solitary preparing

accessible. The most recognizable sort of hands on preparing is the instructing or

understudy strategy. Here, an accomplished laborer or the learner's boss trains the

worker. At lower levels, trains may get abilities by noticing the boss. Be that as it

may, this procedure is broadly utilized at top administration level as well. A

potential future CEO may go through a year as right hand to the current CEO, for

example. Occupation turn, in which a representative (generally an administration

student) moves from one occupation to another at arranged spans, is another OJT

strategy. There are a few stages to help protected OJT Success.


Chapter 4

Findings, Recommendations and Conclusions


4.1 Findings of the Study:

Southeast Bank doesn’t design the training & development arrangement

empathically.

SEBL HR-TDC has lack of labor for supporting preparing programs and the

administration.

There is no variation in their offered training to improvement the skills, marks,

disciples, encouragement & communication of the employees, the authority is

only concerned about their performance in the bank.

SEBL training materials are not enough and not comprehensible to all

employees.

The IT Lab & Training focal point of SEBL isn’t up to the mark rather it is

designed in traditional way

4.2Recommendations

Training & Development activities should be designed emphatically which

involves close understanding of employees point of view, their feelings etc.

SEBL HR-TDC needs to expand their labor with the goal that they can

effectively keep up the showing programs and the association. The IT Lab of

HR Training and Development Center ought to be overhauled with most up

to date mechanical types of gear and dependable web availability.

The instructor must be well talented. As supposed affiliation, SEBL ought to

amass improved educating for their staff. Current modern apparatus ought to

be utilized as instructing execute. They need to expand the stuffs

participation so they can use their information to better portray the bank.

Training instruments and language should be easily understandable to the

employees so that they can absorb the learning effectively and being

development in their outcome.

The IT Lab and training point should be equipped with modern instrument

so that the employees can get the best training which is up to the date with

current scenario.


4.3 Conclusions:

The development of a private commercial bank depends largely in the

quality of service provided to their customers. Quality of service

depends on the proficiency and the quality of the employees of the bank administration. Therefore, the authority of SEBL has to be alert in

training and development practices of employees. It has been seen, the

training and development practices of SEBL has accommodation for further improvement. The methods and process should be rearranged.

Although both the training and development have been adopting so far

effective, the process should be revised and streamlined.

References:

1. Human Resource Planning, Dipak Kumar Bhattacharyya

2. Human resource development and personnel management,

Dawra, Sudhir

3. Human resource management, Dressler Gary

4. https://www.southeastbank.com.bd/

5. https://www.scribd.com/document/336464276/Internship-Report-

on-Training-andDevelopment

6. https://www.coursehero.com/file/19622469/Internship-Report-on-

Training-AndDevelopment-Process-of-Beximco/

https://www.southeastbank.com.bd/

https://www.scribd.com/document/336464276/Internship-Report-on-Training-andDevelopment

https://www.scribd.com/document/336464276/Internship-Report-on-Training-andDevelopment

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