Date of submission: 9th April,2015

How Agrani Bank Developed Their Training

and Development Program

A Report Prepared by
Khadiza Islam
111-011-124

In partial fulfillment of the requirements for the degree of

Bachelor of Business Administration

Faculty of Business Administration

University of Liberal Arts Bangladesh
 Internship Report
On

How Agrani Bank Developed Their Training and Development

Program

Submitted To

Prof. Abdul Mannan

Professor
Faculty of Business Administration
University of Liberal Arts Bangladesh

Submitted By

Khadiza Islam
111-011-124
 Date of Submission: 9thApril, 2015
Letter of Transmittal
9thApril, 2015
Prof. Abdul Mannan
Professor
Faculty of Business Administration
University of Liberal Arts Bangladesh

Subject: Submission of the report

Dear Sir,
I am highly delighted to submit the report of my three months long internship program. The
title of the report is “How Agrani Bank Developed Their Training and Development
Program”. This report has been prepared to fulfill the requirement of the program. It has
been an interesting and very enlightening experience for me to work in the topic. I have tried
my level best to reflect my three months long experience in this report and also tried to make
this report a successful one. I would like to express my sincere gratitude to you for your kind
guidance & suggestions in preparing the report. It would be my great pleasure for me if you
find my report informative and useful.
With Regards,

…………………………
Khadiza Islam
111-011-124
Faculty of Business Administration,
University of Liberal Arts Bangladesh
Internship Report Approval Form

Student Name ____Khadiza_____Islam_____________________________________ ID

No.______111011124______________

Major: ____Human resource

management_________________________________________________________ Year: _spring
2015________

Local Phone: _____01776370499_______________________ Email:

[email protected]______________________________

---------------------------------------------------------------------------------------------------------------------------

INTERNSHIP/PROJECT INFORMATION

Internship

Organization/Project:_____Agrani Bank
Ltd.______________________________________________________________

Internship /Project Report Topic:___How Agrani Bank Developed Their Training and Development
programme ________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________
Semester (Tick one): □ spring 2015 □ summer 2015 □ fall 2015
---------------------------------------------------------------------------------------------------------------------------

SUPERVISOR APPROVAL
(Please place a Tick)

□ Approved □ Not Approved □ Partial Re-write □ Full Re-write

Remarks (If Not Approved/Pretrial/Full Rewrite): _____________________________________________

__________________________________________________________________________________________
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Signature: _________________________________________________ Date:

_____________________
Name: _____________________________________________________ Title: _________________

E-mail: ____________________________________________________ Phone:

_____________________

PLAGIARISM DECLARATION
1. I know that plagiarism means taking and using the ideas, writings, works or
inventions of another as if they were one’s own. I know that plagiarism not only
includes verbatim copying, but also the extensive use of another person’s ideas
without proper acknowledgement (which includes the proper use of quotation marks).
I know that plagiarism covers this sort of use of material found in textual sources and
from the Internet.

2. I acknowledge and understand that plagiarism is wrong.

3. I understand that my research must be accurately referenced.

4. This assignment is my own work, or my group’s own unique group assignment. I

acknowledge that copying someone else’s assignment, or part of it, is wrong, and that
submitting identical work to others constitutes a form of plagiarism.

5. I have not allowed, nor will I in the future allow, anyone to copy my work with the
intention of passing it off as their own work.

Name ___________KHADIZA
ISLAM_______________________________________ (BLOCK LETTERS)

ULAB ID #_111011124___________________

Signature _____________________________ Date

___________________
Acknowledgement
The successful accomplishment of this Report is the outcome of the contribution and
involvement of a number of people, especially those who took the time to share their
thoughtful guidance and suggestions to improve the report. It’s difficult for me to thank all of
those people who have contributed something to this report. There are some special people
who cannot go without mention.
First of all, I would like to thank our honorable academic supervisor Prof. Abdul Mannan. I
am thankful to him for his continuous support and supervision, suggestions and providing me
with valuable information that was very much needed for the completion of this report.
Finally my sincere gratitude goes to my family, friends, classmates and colleagues who
helped me whenever I needed.
Executive Summary
Banking sector in Bangladesh is characterized as a highly competitive and highly regulated
sector. With a good number of banks already in operation and a few more in the pipeline, the
market is becoming increasingly competitive by the day. With the global slowdown in the face of
rising competition, the commercial banks are constantly looking for ways to develop their market
and quality of service and product offers to remain ahead of others. For this purpose they are
concern about training and development activities of their employees as soundly skilled
employees help in augmenting the service of an organization. Agrani Bank, a well-known bank
in Bangladesh, are also aware in developing knowledge on their training and development
activities. The training and development program of Agrani Bank Ltd. comprises of different set
of activities. They maintain a training cycle where training is given on a phase by phase cycle
this cycle has four sequential steps starting from training need analysis to training design, to
deliver and support to training evaluation at the end. Agrani Bank Ltd. maintains a healthy
training program schedule at their training center. Both on the job and off the job training
programs get arranged there. In on the job training process Agrani Bank Ltd takes the
following steps: Coaching, Job rotation, Succession Planning, Assistant to position, Action
learning, and Specific assignments. Off job training is competency based and integrated into
a workplace training arrangement. Agrani Bank Ltd.’s training involves an average of 4-5
months training of one person a year within Bangladesh and 1-2 people a year outside
Bangladesh. Attendance at off the job training components provides essential skills and is
compulsory for all apprentices. They also arrange Seminars, and various training program. In
order to judge the effectiveness of training program I have surveyed and analyzed a set of
questions asked to the representatives of Agrani Bank Ltd who were working permanently at the
bank. There are different influence found over the success of the training and development on
employee performance, and these augment the productivity, efficiency, efficacy and
motivation. If these criteria’s are meet properly than there will be enough chance for Agrani
Bank Ltd. to reach its goal. Grounding upon the study a few things got into the picture.
Fundamentally, these are the criteria those influence training and development activities in
Agrani Bank Ltd. According to the survey results I have found that there is an uprising
demand for training and development activities in Agrani Bank Ltd. and if Agrani Bank Ltd.
stick to the training program of its business than it has the potential of building a strong
market base and improved service in the industry. As far as the results of the questionnaire
are concerned people are tending to spend enough effort in training activities, so there is a
prospect of even a higher growth rate in future.
Content
s
CHAPTER ONE: Introduction...............................................................................................1

1.1 Background......................................................................................................................1

1.2 Origin of study.................................................................................................................1

1.3 Statement of Issue............................................................................................................1

1.4 Objective..........................................................................................................................1

1.5 Research Question............................................................................................................2

1.6 Methodology....................................................................................................................2

1.7 Benefits of Study..............................................................................................................2

1.8 Limitations of study.........................................................................................................3

CHAPTER TWO: Organization Overview...........................................................................4

2.1 Brief about Agrani Bank Ltd............................................................................................4

2.2 Facts and figures..............................................................................................................4

2.2.1 Nature of Business....................................................................................................4

2.2.2 Business Performance...............................................................................................4

2.3 Core Values......................................................................................................................5

2.4 Competitive Strategies.....................................................................................................6

2.5 Corporate Governance.....................................................................................................6

CHAPTER THREE: Training and Development Program at Agrani Bank Ltd...............7

3.1 Training and Development...............................................................................................7

3.2 Objectives of Training and Development........................................................................7

3.3 Training and Development at Agrani Bank Ltd...............................................................7

3.3.1 The Training Cycle...................................................................................................8

3.3.2 The Training Process.................................................................................................8

3.3.3 Training Methods......................................................................................................9

3.3.4 Training Offered......................................................................................................11

CHAPTER FOUR: Methodology.........................................................................................12

4.1 Introduction....................................................................................................................12

4.2 Research Design.............................................................................................................12

4.3 Data collection and Analysis..........................................................................................13

CHAPTER FIVE: Analysis...................................................................................................14

5.1 Introduction....................................................................................................................14

5.2 Questionnaire Analysis..................................................................................................14

5.3 Survey Findings.............................................................................................................23

5.4 SWOT Analysis.............................................................................................................24

CHAPTER SIX: Conclusion and Recommendation...........................................................25

6.1 Conclusion......................................................................................................................25

6.2 Recommendation............................................................................................................25

CHAPTER SEVEN: Lessons Learned.................................................................................26

7.1 Lessons Learnt at Internship program............................................................................26

7.2 Lessons Learnt in making this report.............................................................................27

Reference.................................................................................................................................28

Appendix.................................................................................................................................29
CHAPTER ONE: Introduction
1.1 Background
Banking sector in Bangladesh is characterized as a highly competitive and highly regulated
sector. With a good number of banks already in operation and a few more in the pipeline, the
market is becoming increasingly competitive by the day. With the global slowdown in the face of
rising competition, the commercial banks are constantly looking for ways to develop their market
and quality of service and product offers to remain ahead of others. For this purpose they are
concern about training and development activities of their employees as soundly skilled
employees help in augmenting the service of an organization. Agrani Bank, a well-known bank
in Bangladesh, are also aware in developing knowledge on their training and development
activities.

1.2 Origin of study

This internship report, entitled ‘How Agrani Bank Developed Their Training and
Development Program.’ is prepared for Mr. Abdul Mannan, Professor, Department of
Business Administration, University of Liberal Arts Bangladesh. The report is being
submitted to fulfill the major requirement of internship of BBA program.

1.3 Statement of Issue

Now a day we witness that importance of training and employee skill development in
augmenting client service is gotten everywhere in banking sector and it has been mounting at
a multiple progression. It also has been observed that though commercial banks are
concerned with training and development, they are not rich about the activities and their
effectiveness on employee performance.

1.4 Objective
I have prepared the report with some definite objective. Those purposes are photographed
beneath as,
 To find out different activities of training and development of Agrani Bank Ltd.
 To draw the relationship between employee performance and the training and
development program.
 To analyze the findings and recommend for improvement.

How Agrani Bank developed their training and development program 1|Page
1.5 Research Question
The statement of the problem can be defined as Broad statement and specific components of
the problem.
Research Questions

Broad Research How Agrani Bank Ltd. developed the training and
Question development programs?

 To highlight different activities of training and

development program of Agrani Bank Ltd.

Specific components  To draw the relationship between employee

performance and the training and development
program.
 To determine the characteristics of the training and
development activities of Agrani Bank Ltd.

Table 1: The Research Question

1.6 Methodology
In order to complete the report both qualitative and quantitative data have been used. In
qualitative part the actual practice of the company has been highlighted. In quantitative
section an empirical study has been made by analyzing the results of the survey made within
Agrani Bank Ltd.

1.7 Benefits of Study

This report will be useful to identify the potential Human Resource practices for those
commercial banks, operating in the country. This study will be helpful for the business
researchers, and students who are interested in this field of study, and desire to work in this
sector by browsing the potential possibilities.
This report may also help the policy makers in the future projects and in formulating new
policies under the banner of Human Resource.

How Agrani Bank developed their training and development program 2|Page
1.8Limitations of study
 No previous factor analysis was done and that created a problem in selecting research
variables.
 Some problem grew up as I have taken small number of variables and perception varies
from person to person.
 Lack of information due to the policy of the bank of keeping all the information
confidential. Therefore it was quite difficult to obtain all the necessary data that was
required to complete the report.
 Major part of the report is based on the face-to-face interviews, which consists of view
and opinions of those people. In some cases some of them were not able to provide
concrete facts of figures.

How Agrani Bank developed their training and development program 3|Page
 CHAPTER TWO: Organization Overview
2.1 Brief about Agrani Bank Ltd.
Agrani Bank Ltd. is one of the most prominent banks of modern time in Bangladesh. It is
indeed a leading commercial bank having more than 900 outlets strategically located in major
of the protuberant areas in Bangladesh along with overseas exchange houses and hundreds of
overseas correspondence. It has a vibrant contribution towards lending and investment in
economy as it has been participating in all the sectors ranging from microfinance to industrial
and commercial sector.
Agrani Bank Ltd. came out as a public limited company on May 17, 2007 taking over the
business, assets and liabilities, rights and obligations of Agrani Bank which emerged as a
state owned commercial bank back in 1972.

2.2 Facts and figures

Agrani Bank Ltd. owns in total of 922 banking outlets throughout the country including 27
corporate branches and 40 authorized dealer branches. Along with all these Agrani Bank Ltd.
has 34 divisions ‘likewise commercial division, law division, industrial division, information
technology division and 62 zonal offices. Agrani bank ltd. started with an authorized capital
of 800 crore in 2007 with a vision to become a leading bank in Bangladesh by promising
efficiency and quality to customers. As a mark of success Agrani Bank in 2014 arranged an
authorized capital of 2500 crore with an annual profit of 905 crore.

2.2.1 Nature of Business

The primary activities of the bank are ensuring all kinds of commercial banking services to
customer base and the primary activities of its divisions are to carry on the remittance
business and to commence and contribute in all transactions, and operations commonly
passed or commenced by remittance and exchange houses.

2.2.2 Business Performance

Financial performance usually is considered as a prominent indicator of business
performance. Agrani Bank Ltd. achieved enormous success in this sector as starting from
2007 at a net profit after tax of 136 crore the bank gained 905 crore by 2014 with an average
growth of more than 94%. Agrani Bank Ltd. also maintained a healthy asset growth of 34%
and an average asset value of 30 thousand crore taka.

How Agrani Bank developed their training and development program 4|Page
 P
ilty
p
s
e
g
ro
On the other hand Agrani Bank has always maintained a healthy customer base both domestic
and foreign. Agrani Bank Ltd. has prioritized financing in foreign trade by opening up 40 out
of country branches. Starting from 2007 till 2014 Agrani Bank Ltd. has promoted in total of
more than 700 crore foreign trade.

2.3 Core Values

The core values of Agrani Bank Ltd. are driven by three aspects. They call it the three pillars.
These three pillars are people, prosperity, and progress.

A. People
Agrani Bank Ltd. believes people are the company in other words. Cherishing people and
lending the opportunities at the right time will help them in reaching their full potential. They
also definite their craving to serve the needs of all people, especially the appreciated
customers, business associates and the society in general by being accountable in creating and
delivering the products, services and business responsibilities.

B. Prosperity
Figure 1: Core Values

Agrani Bank Ltd. highly desire to add to the prosperity of the people related directly or
indirectly with the organization.
They also effort for the economic prosperity of the country with the usage of the modern
expertise guaranteeing high quality products and services through a devoted, dedicated, well
qualified and inspired workforce and with highest level of integrity.
C. Progress

How Agrani Bank developed their training and development program 5|Page
Agrani Bank Ltd. look at development by always discovering ways to develop what they do,
while maintaining the standards, with a view to exceeding the expectations. Agrani Bank Ltd.
look at progress by capitalizing in the future of the people and business that will lead to
achieving sustainable development. Agrani Bank Ltd. place their attitude and values in to
practice in their day-to-day business activities.

2.4 Competitive Strategies

The divisions of Agrani Bank Ltd. and its product lines are well recognized for providing best
worth to its clients for the cost they recompense for it. Agrani Bank Ltd. has 34 divisions, to
work with. These divisions make the work diversity for Agrani Bank Ltd.
The Agrani Bank Ltd.endures Electronic fund transfer agreements with different foreign
exchange companies as well as banks.
In 2007, the Agrani Bank Ltd. holds 40 foreign branches covering Middle East, the Gulf
States, South-East Asia and Italy. A policy that has been formulated throughout the period for
online circulation of remittances to recipients has greatly encouraged the emigrants.

2.5 Corporate Governance

Agrani Bank Ltd. observes the life-force of good governance as a core value for the bank.
This makes sense in business expressions, and also follows to the rules, regulations and
procedures issued from time to time by our controllers.
Agrani Bank Ltd. also carries out activities strictly in harmony with the bank company Act,
1991 and the companies Act, 1994, consistent with the intended guidelines of World Bank
and international Finance Corporation. They also emphasize on environmental and social
impacts on various projects.
The board circles the strategies and approves the almanac functional plans presented by the
management for attainment of the strategic objectives. The management come across
regularly and collects information about the overall happenings for smooth procedure of the
bank. As a result, all the Directors have packed and opportune access to all related
information.
Thus we remain within the regulatory context to promote better accountability and
transparency in all the procedures and practices.

How Agrani Bank developed their training and development program 6|Page
 CHAPTER THREE: Training and Development Program at
Agrani Bank Ltd.
3.1 Training and Development
Training and Development are basically two inter-related terms. Training is the process of
teaching or educating the new or recent employees the basic skills that they need to execute
for their jobs. Whereas development can be described as advanced training at management
level in order to ensure managerial development such as managerial performance by
imparting knowledge, shifting approaches or swelling expertise.
Training thus means showing an operator how to operate new machines, a new sales person
how to sell the company’s products or an administrator how to employ and appraise
employees.

3.2 Objectives of Training and Development

The objective of training and development is to empower the employees with knowledge,
skills, abilities and attitudes that ensure a better employee performance. The training and
development of employees and staffs should be goal centric with correlation to the
departmental goal. A strategic approach to the training and development should have the
following characteristics:
 Obligation of developing staff.
 Consistent analysis of operational necessities and staff proficiencies.
 Associating training and development to departmental goal lines and objectives.
 Ensure regular evaluation.
 An unceasing learning ethos.

3.3 Training and Development at Agrani Bank Ltd.

Agrani Bank Ltd. always focuses countless emphasis on training and development of their
employees. That is why Agrani Bank Ltd. has their own training institute with committed HR
people who arrange trainings for the employees of Agrani Bank Ltd. They believe that
employees must deliver improved service if they have been trained well. The Human
Resource division wants to ensure a dedicated team of well trained personnel who can serve
the customers as well as the bank by their expertise. Various types of trainings are offered to
the employees according to the bank rule. Most of the preparations are concerning banking
activities and the trainings are well structured.
How Agrani Bank developed their training and development program 7|Page
3.3.1 The Training Cycle
The training cycle is a strategic process which starts from training need analysis through
determining and designing the training process, subsequently following the design of
delivering and support to the last step of evaluation and validation.

Figure 2: Training Cycle

The training cycle includes establishing the skill necessities and the subsequent training
requirements of the workforce which is addressed as the training need analysis. The
following step demonstrates determining the design of the training process. It includes
planning the most suitable events and most effective training approaches for organization.
The succeeding phase is accurately delivering and supporting the training design. Delivery of
the training with additional support for any learning aspects is significantly vital. The last
step is evaluation and valuation of the process. Evaluation and validation of training event to
ensure that the company achieves recognizable and cost effective commercial enhancements
from the development of the staff.

3.3.2 The Training Process

Agrani Bank Ltd. adopted a broader perspective for training and development which is
known as a high leverage training process. This process is linked to the bank’s strategic goals
and objectives. The process follows an instructional design process to ensure that the training
benefits all the applicants.

How Agrani Bank developed their training and development program 8|Page
The ultimate aim of training and development is to create intellectual capital who can
subsidize to the intellectual capital and contribute to the organizational progress.

Motivated &
Committed
Employees
New Employees

Training and
Unskilled Development Skilled Employees
Employees Process

Potential Managers
Proficient
Managers

Figure 3: Training Process

At Agrani Bank Ltd. training and development program works as a transforming process.
Going by this process new employee, unskilled employees and potential managers become
motivated and committed human resource such as skilled employees and proficient managers.
Agrani Bank Ltd. feels that employees will be performing well only if they have been trained
well. That is why Agrani Bank Ltd. always focuses on training and development of their
employees. The Human Resource department wants to confirm dedicated team of well
trained staff who can serve the clienteles as well as the bank by their expertise.

3.3.3 Training Methods

In organizational level, a successful Human Resources Development program makes the
individual to carry out a higher level of work. In these settings, Human Resources
Development is the sketch that accents on the organizations aptitudes at the first stage,
training, and then developing the staff, through teaching, to please the organizations long-
term requirements and the individuals’ career objectives and add value to their present and
future employers.
Human Resources Development can be sighted as the most important segment of any
business, its human resource, by achieving or advancing employee skills and attitudes at all
levels to exploit effectiveness.

How Agrani Bank developed their training and development program 9|Page
  On-the-job training
On job training is one of the best training methods because it is scheduled, organized, and
conducted at the employee's worksite. OJT will generally be the chief method used for
enlargement of employee skills and increasing productivity. It is particularly appropriate for
evolving proficiency skills unique to an employee's job - especially jobs that are moderately
easy to learn and require locally-owned equipment and facilities. It is the accountability of
supervisors and managers to utilize available resources to sequence, qualify, and improve
their employees. Different types of On the Job training followed by Agrani Bank Ltd. are-

a) Job rotation: In Agrani Bank Ltd. employees rotate to different positions in the
organization in an effort to expand their knowledge and expertise.

b) Coaching or Understudy: In Agrani Bank Ltd. employees are regularly taken into
coaching programs and regular study programs. The supervisors get directly involved into
the coaching program by making his team aware of technical studies.

c) Specific assignment: specific assignments are given to employees under provision. In

Agrani Bank Ltd. provisions are applicable for employees who have less experience or
who are not up to the mark in performance.

d) Action Learning: Action learning similar to specific assignments. But in action

learning specific scenarios are created to judge the decision making ability of a particular
employee or a group of employees. This is a cognitive learning approach.

e) Succession Planning: Succession planning is a long term planning of an employee. This

is indeed a graph of an employee’s lifetime in the bank. This succession planning is made
depending on the abilities of that particular employee.

f) Assistant to position: Employees at Agrani Bank Ltd. with potential caliber sometimes
work under prosperous administrators often in different department within the branches.
This aids a lot to get an unceremonious but most effectual training.

 Off the job training

Off job training is competency based and integrated into a workplace training arrangement.
Agrani Bank Ltd.’s training includes an average of 4-5 months training of one person a year

How Agrani Bank developed their training and development program 10 | P a g e

within Bangladesh and 1-2 people a year outside Bangladesh. Presence at off the job training
components provides essential skills and is compulsory for all apprentices. They also arrange
Seminars, and various training program.
Agrani Bank Ltd. has their own training institute. They frequently arrange training programs
at their own training institute. The trainers use lecture courses and seminars in order to train
the applicants or trainees.

3.3.4 Training Offered

The following are the training activities that are used in training and development program at
Agrani Bank Ltd.

Foundation progress Customer Provision Intelligence

General Banking CIB Reporting

Foreign Trade Payment and Finance SBS I, II, III

Credit Management Credit Risk Grading

SME Financing Cash Management

Islamic Banking and Finance CRM Manual

Banking Laws and Regulations UCPDC 600

Anti-Money Laundering Policies and Prevention and Presentation of Banking

Implementation Malpractices

BASEL II Implementation Retail Banking

IT Securities and Information Systems
Workshop for Problem Solving
Bank
House Keeping Treasury Operations

Detection, Disposal of Forged and

Loans and Advances Reporting
Mutilated Notes

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 Internal Control Risk Supervision Foreign Exchange Risk Management

Basic Accounting Concepts Assets Liabilities and Risk Management

Table 2: Offered Training

CHAPTER FOUR: Methodology

4.1 Introduction
Main information was required to find out the activities of training and development program
of Agrani Bank Ltd. and evaluate the effectiveness of the activities. For this purpose face to
face interview with the bank managers seemed the best way to get information of the
activities.
To collect information I have conducted a survey on 30 respondents with the help of
questionnaire. Then to process the analysis I have use Microsoft excel which brought out a
quantitative result.
In my research I have mostly focused on quantitative research approach as most of my
analysis data were dependent on the viewpoint of the respondents. In my research there were
20 respondents of different gender, background and age. In order to make an unbiased
judgment I have selected these respondents.

Some of the characteristics of quantitative research are given below:

 It is used more in conclusive projects.
 It expresses data numerically.
 It challenges a large number of respondents.
 It involves limited investigation with limited questions.
 It involves structured questioning.
 It provides solid proofs on problems.
 Final course of action may depend on its findings.

How Agrani Bank developed their training and development program 12 | P a g e

4.2 Research Design
The research strategy involved some steps to be performed. The first step was to identify the
problem of the research and in our case it was finding out the activities and the effectiveness
of training and development program of Agrani Bank Ltd.
In second step, to pinpoint the influences a survey had been conducted. The next step
comprises of specifying the requirement to highlight the information. The following process
needed the next sequential step: Developing the research design, Selecting question patterns,
Gathering information, Analyzing and interpreting, Focus on the findings etc.

4.3 Data collection and Analysis

As I have worked on the project for 12 weeks I have gathered a lot of information related to
the topic and highlighted some activities Most of the information was gathered using personal
interviews and surveys. There are basically two types of data which need to be analyzed.
a) Primary Data:
It is original data. It is regarded as the first hand and for the definite purpose of the research
project. There are certain ways to collect the primary data likewise questionnaire, interview,
personal interview etc. To facilitate my research I have used questionnaire.
b) Secondary Data:
It was collected to complement the assessment to the primary data. Data regarding its profile
and other essential records and information was composed by referring to website, books,
newspapers, etc.

Analysis of data is a process of examining, modifying, transforming, and modeling data with
the aim of discovering valuable information, proposing conclusions, and supporting decision-
making. In my report I have used graphical data analysis tool in order to reach to a result.
In this method the answers are arranged in a tally and then the information are transformed to
a graphical chart showing the complete picture in front of the reader. The graphical analysis
is basically done by using MS Excel.
For studying the effectiveness of the study samples were collected within departments of
Agrani Bank Ltd. 20 respondents were selected to perform the survey. The medium of
reaching the samples was direct interaction.
In my sampling a mix of Convenience and Judgment sampling method was used to conduct
the survey. In judgment sampling method the respondents are selected because of their status,

How Agrani Bank developed their training and development program 13 | P a g e

 age, ability, experience and social status. And In
Female convenience sampling method the samples are selected
43%
Male because of their accessibility of the researchers.
57%

 Convenience Sampling: When the samples are

selected grounding upon the reach of the
researcher this is convenience sampling.
 Judgment Sampling: When the samples are selected grounding upon the decision
making capability of the sample this is judgment sampling. According to my objective
I have designed the sampling of a descriptive type.

CHAPTER FIVE: Analysis

5.1 Introduction
Analysis is the procedure of infringement a complex matter or material into smaller parts to
advance an enhanced understanding of it. In this analysis part I have analyzed the questions
asked in the survey. I have made a survey on 30 people of different gender and age group
presenting different educational as well as social background. The survey has been made on
employees of the bank.

5.2 Questionnaire Analysis

 Gender:

The graph represents the percentage of total male and female who were the subjects to be
conducted the survey upon. Here the total numbers of the survey subjects were 30 people
among them 57 percent were male and 43 percent were female. There is a mix of different
cultural, educational, social and financial background in the subjects. All the subjects were
employees of the bank.

 Age:

How Agrani Bank developed their training and development program 14 | P a g e

 8
7
6
5
4
3
2
1
0
21-25 26-30 31-35 36-40 41-45 50+

In order to be more diversified I have conducted the survey on different age groups. To make
an easy psychological comparison the age groups were divided in to 6 divisions likewise 21-
25, 25-30, 31-35, 36-40, 41-45 and 50 plus.

Here the mostly focused aged group are the groups between 26-35. As this group makes more
purchases in our society that is why this group has been given major priority.
 Educational level:

Educational level imposes a great difference in the survey result. This also displays a striking
level of difference in the perception. Different educational background express different
openion, that is why I have made a balance in the differenciation in the age groups likewise
graduate, post-graduate, other, Phd etc.

PhD
50%

Oyher 47% Graduate

13% 3%
0%
17%
20%

Intermidiate Post Graduate

How Agrani Bank developed their training and development program 15 | P a g e

Question 1: The trainer was knowledgeable about the training topics.

This is the first question of the survey from where I have started to ask the subjects direct
questions towards their feelings about training and development. The questions in the survey
have some answering parameters. These are strongly agree, agree, neutral, disagree and
strongly disagree.
The question towards the subject was, “the trainer knowledgeable about the training topics”
The answers were quite heavy on the positive side.
Amongst the 30 people most of them agreed to the question and the amount is 27 people
which are 90% of the total population of the survey. Another 3% of the sample stayed neutral
to the situation. The rest 7% strongly disagreed to the situation. And the rest are given in a
table below:

30
27
25

20

15

10

5
2
1
0 0 0

The first question demonstrated a positive influence towards the training program. Though 2
persons strongly disagreed to the question 27 were agreed to the situation.

Question 2: The training objectives were met.

This question reflects the objectivity of the training in the sense of the trainer and trainee. The
following graph explain the picture:

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 25

20

15

22
10

5
5
3 0 0

Here the amounts of agreeable people are at the peak standing at 73% of the total population
followed by the people who were feeling neutral to the statement at 17%. So we can easily
find that the training is widely accepted by the trainers and trainees and the objective of the
training was met.

Question 3: Your organization considers training as a part of organization strategy.

Conferring to the survey the company employees consider the training program as a part of
the organizational strategy which reflects in survey result. The following graph shows the
results for response of acceptability of training program.

25

20

15
23

10

5
0 3 0 4

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Here 90% of the population agrees to the statement as 77% agrees to it and 13% strongly
feels and accepts it. The rest 3% disagrees to the statement as they feel that training should
not be considered as a strategic part of the bank.

Question 4:To whom the training is given more in your organization.

This is a strategic closed ended question. The question has three question parameters top
level, mid-level and entry level.

18

11

0 2 4 6 8 10 12 14 16 18

According to the survey amongst the 100 percent 37% of the trainees are top level managers.
And 60% are entry level managers. That means Agrani bank prefers training the entry level
and they highly neglect mid-level in training programs as they feel it to be unnecessary to
train the mid-level managers.

Question 5: The training materials were organized and easy to follow.

The questions ask whether or not the training material were organized and on the other hand
easy to follow.

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 30

27
25

20

15

10

5
3

0 0 0 0

According to the survey 90% of the samples view the training program to be organized and
easily followed. Though 10% disagreed to the situation but maximum concluded it to be a
positive side impact. If we look at the graph we would detect that there is no one who
strongly believes that the training materials were easy to follow and well organized.

Question 6: The training experience will be useful in your work.

The question asks for the direct usefulness of the training experience. Conferring to this
question we can easily observe and conclude that every sample agrees that the training
program arranged by Agrani Bank Ltd. has been significantly useful and effective in terms of
employee performance.

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 25

20

15
25

10

5
5
0 0 0

Here the amounts of agreeable people are at the peak standing at 83% of the total population
followed by the people who strongly agree to the statement at 17%. So we can easily find that
the training is widely accepted by the trainees and there is an ongoing demand in the industry
for training and development.

Question 7: The training program motivated you work.

Motivation is a vital aspect when we talk about employee performance. We can see the echo
of motivation in employee performance. The answer to this question makes a testimony to
that.

24

The graph shows a positive attitude towards the question. Here a number of 24 people in the
sample agrees to the situation if the question who are 80% of the population. The rest 20%

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strongly agrees to the situation. So we can conclude that all of the trainees and trainers are
motivated to work after deployment of the training program.

Question 8: The training program has a significant part in your position.

This question also refers to employee motivation. The question asks whether or not the
training program has any impact on employee position. The graph explains the rest.

30

25

20

15 26

10

5
0 0 0 4

If we look at the graph we would detect that there is no one who believes that the training
program does not have a significant part in employee position. 87% of the people consider
that the training program has been significant in determining their position. 13% strongly
believe that. But on the other hand there is no one to believe that the training program and its
activities were not significant enough.

Question 9:The duration of training is enough for you.

This question asks about the training duration to be enough or not. Conferring to the survey
the results show that most of the sample agreed to the query that the training duration was
plentiful for them to get enthused. Only two samples did not express any comments which
was only 7% of the total population set. The following graph expresses the rest of the
explanation:

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 2
5

23

Amongst the 30 people most of them settled to the question and the amount is 23 people
which are 77% of the total population of the survey. 5 people strongly decided to the situation
which stands at 17%. So the total numbers of agreed people stand at 93% of the total
population. Instead two partially disagreed to the situation and feeling neutral. That means
most of the people who purchase feel that the training duration was enough for them.

Question 10: Training helps to change the behavior of employees.

This question also brings up to employee motivation. The question asks whether or not the
training program has any impact on employee behavior. The graph explains the rest.
20

18 18

16

14

12
11
10

2
1
0 0 0

Near 100% of the population agrees to the question. Here amongst the 30, 29 people agree to
the situation where 18 agrees and 11 strongly agrees to the statement and there is only one
How Agrani Bank developed their training and development program 22 | P a g e
who does not have any idea of what is going on. If we denote it as a percentage we would see
that 97% of the population agrees to that.

Question 11: Agrani Bank Ltd. can improve their employee performance by giving more
training.

In this section of the question the employees feel that more and more training augments the
employee performance and there is a positive correlation with training and development with
employee performance and motivation.

25

20

15

21
10

5 6
3 0 0

Here the amounts of agreeable people are at the peak standing at 70% of the total population
followed by the people who strongly agree to the statement at 20%. So we can easily find that
the additional training is widely accepted by the trainees.

Question 12: Only management should take decision about your training design.

I found a mixed response in this question. Here 90% of the people support the statement
where 7% of the people disagree with the statement. Here the strongly agreed parameter has
13% of the people and agreed parameter has 80%. If we combine the results the amount of
total agreed people stand at 93% where-as the accumulated result for total disagreed people
stand still at 7% and no one pose a diplomatic view. So in conclusion I believe that the
company has forced the decision to be on management side.

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 25

20

15

10

5.3 Survey Findings

There are different influence found over the success of the training and development on
employee performance, and these augment the productivity, efficiency, efficacy and
motivation. If these criteria’s are meet properly than there will be enough chance for Agrani
Bank Ltd. to reach its goal.
Grounding upon the study a few things got into the picture. Fundamentally, these are the
criteria those influence training and development activities in Agrani Bank Ltd. According to
the survey results I have found that there is an uprising demand for training and development
activities in Agrani Bank Ltd. and if Agrani Bank Ltd. stick to the training program of tis
business than it has the potential of building a strong market base and improved service in the
industry. As far as the results of the questionnaire are concerned people are tending to spend
enough effort in training activities, so there is a prospect of even a higher growth rate in
future.

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 5.4 SWOT Analysis
Strengths of the business
Strengths of a business are basically the
advantages of a company which are
determined by the distinctive capabilities
of that particular firm. These distinctive
capabilities are created using the
resources of the firm. For Agrani Bank
Ltd. the strengths are:
 Good will, strong and acceptable top
management
 Employee relationship, performance
appraisal
 Provide customer service, quality
product
 Own training center
 Hard working team of employee
 Better location of the branch

Weakness of the business

 All branch are not computerized
 Too many divisions.
 Difficult to manage a large number of branches

Opportunities of the business

The opportunities of a company are driven by the market condition. It really depends on the
business and product development of a firm and it also depends on the position of the country
and as well as the competitors in the market. Opportunities of the firm as follows:
 The products are widely accepted by the consumers
 Value addition in product & service

Threats for the business

It really depends on the fluctuations of the market demand and it also depends on the position
and number of the competitors in the market. Opportunities of the firm as follows:
 Liquidity shortage in Bangladesh.
 Economic fluctuation and volatility.
 National and global political issue

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 CHAPTER SIX: Conclusion and Recommendation
6.1 Conclusion
This study was conducted to highlight the training and development activities and to examine
the effects of some important criteria on employee performance augmentation. In general,
this study tested the direct influence of employee training on the service of Agrani Bank Ltd.
I have validated that these criteria will have a direct positive influence on client satisfaction
toward letting the bank build a new possibilities.

6.2 Recommendation
In conclusion the study suggests that Agrani Bank Ltd. has to go with and maintain the
quality training and development program and stick to their strategies if they want to sustain
in the long run.
First to start of I can recommend that they have to be more visualize in doing their business,
that means they have to establish the standard for the training program. To build up a strong
training program they have to engage in more of employee engagement activities. They may
take new strategy in order to place the bank at a higher level in the sight of the customers and
clients.
Next, the bank has to open more of their own training centers so employees and trainees can
find the bank at more prominent point. If done so people would be able to relate the bank
with the image of the service. In opening training centers they might target the root level
training areas as this might add value to the bank image.
Next, the bank has to open apply strategies to diversify the training portfolio. Now a day, we
observe that most of the bank’s doing business in Bangladesh are being more eager in
bringing up a better service. The reason is to diversify the strategies in many sectors so that
this could diversify and mitigate the risk for the sustainability of the banking industry. So in
my recommendation I would add that Agrani Bank Ltd. open a new strategy line of
developing employees.
The conclusions of the study may be used as an index for refining their service and formulate
employee development strategies accordingly for upcoming exploration on other markets in

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Bangladesh, its difficulties and predictions could examine a wider respondent’s base across
other cities of Bangladesh.
A sample size would also enable distinct analysis across different income groups, age, gender
and demography.

CHAPTER SEVEN: Lessons Learned

7.1 Lessons Learnt at Internship program
Argani Bank Ltd. is a reputed bank. My internship at Agrani Bank started on 14 th January
2015 and ended on 14th April 2015. During this three months I have been assigned at
Shantinagar Branch. In this period of 12 weeks internship program I have learnt and
experienced a lot of things. Though it was a brief period of time to learn at a great deal I
managed to teach myself a lot of things regarding
 General Banking Service:
 How to write know pay order
 Opening Account
o Personal Account: Savings Account
o Non personal Account: Current Account
 Clearing
o Inward Clearing
o Outward Clearing
 Accounce and other activities
As my report topic was focused on the training and development part. So I have to observe
that how they worked their training and development practice in their work. It is great
experience for me because I have no idea about banking sector. But in my office each people
very supportive and they instruct me every think about banking work.
In these 3 months I have been assigned certain jobs to fulfill. These are discussed below:
 Handling work pressure
 Working in a team
 Follow rules and Regulations
 How to co-operate colleagues
 How to deal with clients

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7.2 Lessons Learnt in making this report
In making of this report I have also experienced some new things. Some of them are listed
below:
 The research methodology,
 Data collection,
 Data collecting mechanism
 Data collecting tools,
 Data analysis techniques,
 Sampling of parameters and many more.

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Reference
1. Employee development and training, chapter 11, March 2011.The six most essential
training and development activities.
Available at <http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-11-
employee-development-training/> [Accessed at 02, March 2015]
2. Hrcouncil.ca Learning training and development. [Online], available at
<http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm> [Accessed at 2March
2015]
3. Alyssa Gregory, 2014. 101 business human resource activities. Available at
<http://sbinformation.about.com/od/marketingsales/a/101-small-business-marketing-
ideas.htm> [Accessed at 04March 2015]
4. Patrick J. Montana and Bruce H. Charnov (2000). "Training and Development”.
Management. Barron's Educational Series. p. 225. ISBN 9780764112768. [Accessible
at 5 March 2014]
5. NHS evidence, 2014. Survey monkey. [Online] Available at:
<https://www.surveymonkey.com/mp/lp/home-sem1/?
utm_source=adwords&utm_medium=ppc&utm_term=survey
%20monkey&utm_network=g&utm_campaign=e&source=SearchNetwork&placeme
nt=&cmpid=brand&mkwid=sHT2kuVV2_dc&pcrid=45075096335&pmt=e&kw=sur
vey%20monkey&pdv=c&cvosrc=ppc.google.survey%20monkey&keyword=survey
%20monkey&matchtype=e&network=g&mobile=0&searchntwk=1&creative=45075
096335&adposition=1t1&campaign=Worldwide_Search_Alpha_Brand&cvo_campai
gn=Worldwide_Search_Alpha_Brand&cvo_adgroup=survey+monkey&gclid=COvaq
q_GpcICFQcRjgodNB8APA> [Accessible at 10March 2015]

6. Thomas N. Garavan, Pat Costine, and Noreen Heraty (1995). "Training and
Development: Concepts, Attitudes, and Issues". Training and Development in Ireland.
Cengage Learning EMEA. p. 1. ISBN 9781872853925.Anderson, E.W., C. Fornell,
and D.R. Lehmann, "Customer Satisfaction, Market Share and Profitability," Journal
of Marketing, Vol. 58, No. 3:53-66, 1994.
7.  William J. Rothwell and H. C. Kazanas (2004). The Strategic Development of Talent.
Human Resource Development Press. p. 4. ISBN 0-87425-752-2.

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 Appendix
Survey questioner

1. The trainer was knowledgeable about the training topics.

 No comments Agree Disagree Strongly disagree strongly agree

2. The training objectives were met.

 No comments Agree Disagree Strongly disagree strongly agree

3.Your organization considers training as a part of organization strategy.

 No comments Agree Disagree Strongly disagree strongly agree

4. To whom the training is given more in your organization.

 Top level  Mid-level  Entry level

5. What are the strengths of Agrani bank ltd?

6. What are the weakness of Agrani bank ltd?

7 .What are the opportunities of Agrani bank ltd?

8. What are the threats of Agrani bank ltd?

9. The training material was organized and easy to follow.

 No comments Agree Disagree Strongly disagree strongly agree

10. The training experience will be useful in your work.

 No comments Agree Disagree Strongly disagree strongly agree

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11. The training program motivated your work.
 No comments Agree Disagree Strongly disagree strongly agree

12. Training program is a significant part of your position.

 No comments Agree Disagree Strongly disagree strongly agree

13. The duration of the training is enough for you.

 No comments Agree Disagree Strongly disagree strongly agree

14. Training helps to change behavior of employees.

 No comments Agree Disagree Strongly disagree strongly agree

15. Agrani bank ltd. Can improve their employee’s performance by giving more training.
 No comments Agree Disagree Strongly disagree strongly agree

16. Only management should take decision about your training design.
 No comments Agree Disagree Strongly disagree strongly agree

17. Gender
 Male  Female

18. Age
 21-25  26-30  31-35  36-40  50-60

19. Education level

Graduate Post graduate Intermediate Other

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