Thesis Report on Banking Industry in Bangladesh

1.1 Introduction
The employment culture is changing in Bangladesh. It is now relatively common to change jobs frequently, rather than to grow with one company throughout the employment life. This kind of voluntary turnover directly affects the performance of the organization. So now all organizations are highly concerned to keep their valuable employees. Each day completed by an employee is an investment to an organization; to leave before the full term is to get no return on the investment. As banking is one of the vital service industry for any country and performing a number of roles in the economy, so it has been chosen by me for this study. Like all other industries, banking sector in our country is also facing the employee perception towards compensation problem. It is needless to say, healthy banking system and healthy economies seem to go together. In order to ensure that, banking sectors should focus on the factors, which are primarily responsible for employees compensation practices in the organization. This paper mainly tries to focus on employee perceptions towards compensation practices on five banking industry in Bangladesh.

1.2 Objective of the Study
1.2.1 General objective:
The general objective of this proposal will be, to express the practical experience by working in a division and to link the theoretical knowledge with its application in the real life situation. The objective of the first part of this proposal is to familiarize with the compensation practices of banking industry.
1.2.2 Proposal objective:
Understand the basic principles and major elements of compensation.
Understand the various processes in compensation – Job Analysis, Job Descriptions, Job Evaluation and Compensation Surveys.
Determine and explain what makes up a sound and effective compensation and benefits program.
To identify the different types of compensation practice method.
To find out the level of satisfaction of employees.
1.3 Methodology
The methodology of the study followed by the following through processes: Study design can be termed as a basic Descriptive. Sources and collection of data as an observation method.
1.3.1 Primary sources:
• The primary data was gathered through informally discussed with different levels of employees in different banking organization
• Interview with the executives and officers.
1.3.2 Secondary sources:
• Published documents
• Official files
• Relevant books, newspapers, journals and websites.

1.4 Limitation
The study covers only a specific region of Bangladesh and the study does not concentrate to all the part of the banking industry. The sample size is not sufficient for identifying the influential factors which are relevant for improving the performance of employees according to their deserved satisfaction. Another limitation of the study is the unavailability of information, lack of knowledge and the support from the others. A major problem is created from the organizations viewpoint because they feel that their information will be utilized for some other purposes.

Chapter-2
Literature Review

2.1 Literature Review

Lyndsay Swinton in her article “How to Increase Your Work and Life Satisfaction:
Put Abraham Maslow Theory into Practice” described a relationship between Maslow’s hierarchies of needs with Herbergz theory. Maslow’s theory state a people needs hierarchy with basic needs at base followed by security needs, social needs, esteem needs and self actualization needs. She is of the opinion that up to esteem needs level employee motivation or satisfaction can be maintained by factors which Herbergz called hygiene factors. This includes salary, benefits, job security, company policy etc while to deal with people at self actualization level factors known as motivators would be needed. This includes employee achievement, employee recognition, and employee growth. By keeping in mind this relationship among two basic theories of management organization may find it easy to manage their HR and other operations. Ahmed Belaid Kridan and Jack Steven Goulding in their research paper “A case study on knowledge management implementation in the banking sector” are of the view that knowledge management system could play an integral part in increasing any organization’s performance and can help it to compete in such highly competitive environment as today’s. They say that knowledge management system if applied can bring improvements in decision making, increase in customer value, improving relationships with consumers and bringing new value in to sight by including the concept of innovation. G.S. Sureshchandar, Chandrasekharan Rajendaran, R.N. Anantharaman and T.J. Kamalanabhan in their research paper “Management’s perception of total quality service in the banking sector of a developing economy- A critical analysis” studied banking sector of India and analyzed how different banks apply concept of total quality service in their functions. They found that these applications are inconsistent and incongruent with in all banks. Which makes it highly sophisticated sector. According to them banks of India can be divided into three groups based upon their perception about total quality services in operations.
(Barney, 1998; Wright, 1998) describes that although human resources are accepted to be organization’s most important assets yet organization’s decision often depicts contradiction with this belief. They further say that HR should not be neglected because they can bring competitive advantage to organization.
Therefore they should be managed with equal importance with other functions of the business. (Huselid, 1995) has emphasized on the fact that usage of high performance work practices i.e. comprehensive employee recruitment, Incentive compensation and performance management, extensive employee training and involvement programs surely increase competence of employees, it increase their motivation and reduce turnover. This results in retention of quality employees and also is a useful way to eradicate poor performers from the organization.
Nowadays organizations are been persuaded by competitive environment to apply a progressive HR strategy. As stated with the relevance of (Pfeffer, 1994) “The past decade has presented with many testimonials to the value of progressive HRM practices and system of such practices. In particular, employee participation, empowerment and job redesign, extensive employee training and performance contingent incentive compensation, are widely believed to improve the performance of organizations.” (Delaney, 1996; Huselid, 1996). Human Resource management and productivity of organization has a direct relationship with each other. If employees are managed appropriately i.e. job analysis, recruitment, training, motivational tools like compensation etc they are destined to give high performance in their operations so will improve the overall productivity of the organization. (Ichniowski, 1997; Shaw, 1997; Prennushi, 1997) while Thomas E. Catanzaro (2001) in his article Compensation & Motivation described the effects of compensation over employee motivation. He stated that compensation has a profound effect over employee motivation. He also discussed several factors of compensation which include both intrinsic and extrinsic factors and their possible effects over motivation in detail. He also emphasized that monetary values are not the only motivators but non monetary factors have more importance towards motivating employees. In Hong Kong, base salary, merit pay, year-end bonus, annual leave, mortgage loan, and profit sharing were the most important factors to retain and motivate employees. In China, base salary, merit pay, year-end bonus, housing provision, cash allowance, overtime allowance, and individual bonus were the most important factors to retain and motivate employees. (Chiu, 2002; Luk, 2002; Tang, 2002) Reward and recognition programs can positively affect motivation, performance and interest within an organization. While a little more problematic, team-based incentives, if designed appropriately, can also encourage and support a range of positive outcomes. (Milne, 2007) Promotion and wages positively influence employees’ work motivation. A comparison of the relative strengths of the effects reveals that fair promotion was a more powerful motivator than wage level and wage increase. The reason why fairness in promotion was more effective than wage to motivate employees was discussed in light of the unique career system existing in Japanese companies and the agency problems between companies and their supervisors. (Takahashi, 2006) Explores past and present attitudes of employees concerning work-related motivational factors. Understanding the factors that employees consider motivating lends insight to the rewards to which they more positively respond. It compares the results of four motivation surveys conducted in 1946, 1980, 1986 and 1992. The comparisons revealed that employees’ motivational preferences vary over time. In addition, the results of the 1992 survey indicate that the factors that motivate today’s workers are more extrinsic than they used to be. Although employees differ on how they rank these factors, they overwhelmingly selected “good wages” as the top motivator. A good wage is an extrinsic reward with intrinsic potency. On the surface “good wages” seem to be purely extrinsic. Yet, at a deeper level, monetary rewards communicate what the company values and affect employees’ emotional and familial wellbeing. (Wiley, 1997)

Chapter-3
Profile of the Banks

3.1 Islami Bank Bangladesh Limited

Islami Bank Bangladesh Limited is a Joint Venture Public Limited Company engaged in commercial banking business based on Islamic Shari’ah with 58.03% foreign shareholding having largest branch network (236 Branches & 30 SME/Krishi Branches i.e. total 266 Branches) among the private sector Banks in Bangladesh. It was established on the 13th March 1983 as the first Islamic Bank in the South East Asia.
It is listed with Dhaka Stock Exchange Ltd. and Chittagong Stock Exchange Ltd. Authorized Capital of the Bank is Tk. 20,000.00 million ($ 267.02 million) and Paid-up Capital is Tk. 10,007.71 million ($ 133.61 million) having 63,001 shareholders as on 30th June 2011.
Mission
To establish Islamic Banking through the introduction of a welfare oriented banking system and also ensure equity and justice in the field of all economic activities, achieve balanced growth and equitable development in through diversified investment operations particularly in the priority sectors and less developed areas of the country. To encourage socio-economic upliftment and financial services to the loss-income community particularly in the rural areas.
Vision
Our vision is to always strive to achieve superior financial performance, be considered a leading Islamic Bank by reputation and performance.
Our goal is to establish and maintain the modern banking techniques, to ensure soundness and development of the financial system based on Islamic principles and to become the strong and efficient organization with highly motivated professional, working for the benefit of people, based upon accountability, transparency and integrity in order to ensure stability of financial systems.
We will try to encourage savings in the form of direct investment.
We will also try to encourage investment particularly in projects which are more likely to lead to higher employment.

Strategic Objectives
• To ensure customers’ satisfaction.
• To ensure welfare oriented banking.
• To establish a set of managerial succession and adopting technological changes to ensure successful development of an Islamic Bank as a stable financial institution.
• To prioritize the clients welfare.
• To emerge as a healthier & stronger bank at the top of the banking sector and continue stable positions in ratings, based on the volume of quality assets.
• To ensure diversification by Sector, Size, Economic purpose & geographical location wise Investment and expansion need based Retail and SME/Women entrepreneur financing.
• To invest in the thrust and priority sectors of the economy.
• To strive hard to become a employer of choice and nurturing & developing talent in a performance-driven culture.
• To pay more importance in human resources as well as financial capital.
• To ensure lucrative career path, attractive facilities and excellent working environment.
• To ensure zero tolerance on negligence in compliance issues both sharia’h and regulatory issues.
• To train & develop human resources continuously & provide adequate logistics to satisfy customers’ need.
• To be excellent in serving the cause of least developed community and area.
• To motivate team members to take the ownership of every job.
• To ensure development of devoted and satisfied human resources.
• To encourage sound and pro-active future generation.
• To achieve global standard.
• To strengthen corporate culture.
• To ensure Corporate Social Responsibilities (CSR) through all activities.
• To promote using solar energy and green banking culture and ecological balancing.
Core Values
• Trust in Almighty Allah
• Strict observance of Islamic Shari’ah
• Highest standard of Honesty, Integrity & Morale
• Welfare Banking
• Equity and Justice
• Environmental Consciousness
• Personalized Service
• Adoption of Changed Technology
• Proper Delegation, Transparency & Accountability
Commitments
• To Shariah
• To the Regulators
• To the Shareholders
• To the Community
• To the Customers
• To the Employees
• To other stakeholders
• To Environment
Islami Bank Bangladesh Limited
Head Office
Islami Bank Tower
40, Dilkusha Commercial Area
Dhaka-1000, Bangladesh
GPO Box No.23

Phone : PABX (88-02-) 9563040, 9560099, 9567161, 9567162
Mobile : 88-01711-435638-9
FAX : 88-02-9564532, 9568634
SWIFT : IBBLBDDH
E-mail : info@islamibankbd.com
Web-site: www.islamibankbd.com

Corporate Information

IBBL Milestone

Accommodation of IBBL Head Office in its own Tower

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 10th March 2000    1st Rights Share issue

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 1989    2nd Rights Share issue

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 1996    3rd Rights Share issue

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 2000    4th Rights Share issue

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 2003    Opening of 100th Branch

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 12th June 1997    Opening of 200th Branch

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 21st June 2009    Opening of 250th Branch

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 15th December 2010    Joining/Agreement with CDBL

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 29th December 2004    In-house Core Banking Software

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 2005    IBBL Mudaraba Perpetual Bond (MPB) Issue

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 25th November 2007    Inauguration of Broker House

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 1st January 2008    Formation of Subsidiary Companies of IBBL    A. Islami Bank Securities Limited (IBSL)

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 22nd March 2010 B. Islami Bank Capital Management Limited (IBCML)

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 1st April 2010    1st Position of IBBL in Inward Remittance

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 2007, 2008, 2009 & 2010    100% Branch Online Banking

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 7th January 2011

3.2 Shahjalal Islami Bank Limited

Shahjalal Islami Bank Limited (SJIBL) commenced its commercial operation in accordance with principle of Islamic Shariah on the 10th May 2001 under the Bank Companies Act, 1991. During last ten years SJIBL has diversified its service coverage by opening new branches at different strategically important locations across the country offering various service products both investment & deposit. Islamic Banking, in essence, is not only INTEREST-FREE banking business, it carries deal wise business product thereby generating real income and thus boosting GDP of the economy. Board of Directors enjoys high credential in the business arena of the country, Management Team is strong and supportive equipped with excellent professional knowledge under leadership of a veteran Banker Mr. Md. Abdur Rahman Sarker.

Our Vision

To be the unique modern Islami Bank in Bangladesh and to make significant contribution to the national economy and enhance customers’ trust & wealth, quality investment, employees’ value and rapid growth in shareholders’ equity.

Our Mission

Our Strategies

Our Motto

Corporate Information

Our Vision

To be the best Private Commercial Bank in Bangladesh in terms of efficiency, capital adequacy, asset quality, sound management and profitability having strong liquidity.

Our Mission

To build Prime Bank Limited into an efficient, market-driven, customer focused institution with good corporate governance structure.
Continuous improvement of our business policies, procedure and efficiency through integration of technology at all levels.

Corporate Philosophy  For our Customers   To provide the most courteous and efficient service in every aspect of its business. To be innovative in the development of new banking products and services.  For our Employees   By promoting their well-being through attractive remuneration and fringe benefits.   By promoting good staff morale through proper staff training and development, and provision of opportunities for career development.   

For our Shareholders   By forging ahead and consolidating its position as a stable and progressive financial institution.   By generating profits and fair return on their investment.  For our Community   By assuming our role as a socially responsible corporate citizen in a tangible manner By adhering closely to national policies and objectives thereby contributing towards the progress of the nation.   By upholding ethical values and best practices.   Constantly seeking to improve performance by aligning our goals with stakeholder’s expectations because we value them.  Our Efforts are Focused  On delivery of quality services in all areas of banking activities with the aim to add increased value to shareholders’ investment and offer highest possible benefits to our customers.

Chapter-4
HR Practices of Banks

4.1 HR policy of Islami Bank Bangladesh Ltd.
Manpower Planning
Personnel management is productive exploitation of manpower resources. This is also termed as ‘Manpower Management’. Manpower Management is choosing the proper type of people as and when required. It also takes into account the upgrading in existing people. Manpower Management starts with manpower planning. Every manager in an organization is a personnel man, dealing with people.
Definition and importance of manpower Planning:
Planning is nothing but using the available assets for the effective implementation of the production plans. After the preparing the plans, people are grouped together to achieve organizational objectives.
Planning is concerned with coordinating, motivating and controlling of the various activities within the organization. Time required for acquiring the material, capital and machinery should be taken into account. Manager has to reasonably predict future events and plan out the production. The basic purpose of the management is to increase the production, so that the profit margin can be increased. Manager has to guess the future business and to take timely and correct decisions in respect of company objectives, policies and cost performances. The plans need to be supported by all the members of the organization. Planning is making a decision in advance what is to be done. It is the willpower of course of action to achieve the desired results. It is a kind of future picture where events are sketched. It can be defined as a mental process requiring the use of intellectual faculty, imagination, foresight and sound judgment.
It involves problem solving and decision making. Management has to prepare for short term strategy and measure the achievements, while the long term plans are prepared to develop the better and new products, services, expansion to keep the interest of the owners.
Advantages of manpower planning:
Manpower planning ensures optimum use of available human resources.
1. It is useful both for organization and nation.
2. It generates facilities to educate people in the organization.
3. It brings about fast economic developments.
4. It boosts the geographical mobility of labor.
5. It provides smooth working even after expansion of the organization.
6. It opens possibility for workers for future promotions, thus providing incentive.
7. It creates healthy atmosphere of encouragement and motivation in the Organization.
8. Training becomes effective.
9. It provides help for career development of the employees.

4.2 RECRUITMENT POLICY OF IBBL:
1.0 Classification of the posts
1.01 The employees of the Bank shall be classified and designated as shown in Schedule-1. Any change, addition in the classification and designation shall require prior approval of the Board.
1.02 An employee of the Bank other than an officer appointed to a particular post shown in Sl. No. 14. (Driver Grade-1/Sr. Messenger-Cum-Guard/Sr. Security Guard/Sr. Go down Guard/ Electrician Grade-1/ plumber Grade-1) & Sl. No. 15 (Messenger-Cum Guard Grade-1/ Security GuardGrade-1/Go down Guard Grade-1/Electrician Grade-2) of schedule-1 Classification of posts) & RDS employees may be promoted to the rank of Asstt. Officer Gr- 3 through departmental written test& viva- voce. However, only 10% of vacancies in the rank of Asstt. Officer Gr-3 will be fulfilled by such promotion & 90% of the vacancies will be fulfilled by director recruitment.
2.00 Nationality
2.01 No person shall be appointed to any post in the service of the Bank unless he/ she are a citizen of Bangladesh.
Provided that the Board may in special cases, waive this condition subject to fulfillment of other conditions regarding employment of foreign nationals in Bangladesh.
3.00 Age
3.01 Minimum 18 years in case of MCG/ SG/ Plumber/ Driver GR-2 & equivalents (all sub-staff), 22 years in case of Probationary Officer& Asstt. Officers and maximum 30 years for all direct recruits. In lateral entry grades maximum age limit will be not exceeding 50 years. Relaxation of age lies with Board only.
4.00 Physical Fitness
4.01 No person shall be appointed in the service of the Bank unless he/ she declared physically fit by the Medical Officer (MBBS) or any other Medical Authority specified by the Bank in this behalf.

5.00 Method of Appointment
5.01 Appoinment to the post of officers and other employees shall be made by direct recruitment or by promotion as per criteria laid in the Schedule- 4 and Schedule-5. Provided that where suitable candidates are not available in adequate number for the posts to be filled by promotion may be direct recruitment.
5.02 All appoinments of employee’s upto Senior Vice President shall be made by the CEO/ MD or by any Authority empowered by the Board in this behalf as per instruction of the Central Bank, if any.
5.03 Recruitment of Managing Director, Deputy Managing Director and Executive Vice President against vacancies will be made by the Board/ Special Committee to be formed by the Board.
5.04 The CEO/ MD will be appointed on contract basis by the Board or Special Committee subject to prior approval of Bangladesh Bank whose age will not exceed 65 years.
5.05 a) Direct recruitment will be generally be made at the following 08 entry grades:
1) Probationary officer
2) Assist. Officer Grade- 3
3) Driver Grade-2
4) Plumber Grade- 2
5) Electrician Grade-2
6) Messenger-Cum- Guard Grade- 2
7) Security Guard Grade-2
8) Cleaner/ Mali
b) Vacancies in all other grades (excluding Asstt. Officer Grade-3) will generally be filled in by promotion from the candidates of lower grades.
In case the vacancies under the sanctioned strength against the posts of officer, Asstt. Officer Grade- 1, Asstt. Officer Grade -2 and equivalent, Sr. Messenger-Cum- Guard and equivalent and Messenger-Cum-Guard Grade-1 And equivalent and Driver Grade 1 cannot be filled in by promotion for reasons whatsoever, the shortfall there against shall be treatwd as vacancies in the entry guardes i.e., Officer9prob Officer), Asstt. Officer Grade-3, Messenger-Cum-Guard-2 & equivalent and Driver Grade-2 and recruitment shall be made accordingly.
Normally 50% vacancies in the post of the officer (Prob. Officer), 90% vacancies in the post of Asstt. Officer Gr.-3, 100% vacancies in the posts of Driver Grade-2, Plumber Grade-2, Electrician Grade-2, Messenger-Cum Guard Grade-2 and Security Guard Grade-2 i.e. entry grades will be filled by direct recruitment.
The recruitment against the strength of manpower in different grades to be fixed by theBoard shall only be made as per necessity depending on Bank’s expansion, growth and development through Committee of Executive to be formed by the Board from time to time.
C) The Board reserves the right to appoint any person on contract basis under such terms and conditions considered necessary in the interest of the Bank, in line with the provitions of this rules and guidelines of the Board.
5.06 The selection procedure may be reviewed by the Competent Authority from time to time as & when it deems necessary.
6.00 Qualifications for Recruitment
6.01 Prob. Officer
Minimum qualification is graduation with 4 years Honors or equivalent preferable Masters in Finance & Banking, Accounting, Management, English, Economics, and Mathematics & MBA with minimum 9 points or total GPA-10 on the following basis:
a) 1ST Division/ Class- 3 Points or 3.50 GPA in case of S.S.C/ H.S.C or equivalent. 3.00 GPA in case of Honors and Masters Degree and minimum 5 subjects in O level & 2 subjects in ‘A’ level considering 4 points for A- Grade and 3 points for B- Grade in the subjects. Average point: 3 for O level. Considering 5 piont for A- Grade, 4 point for B- Grade & 3 points for C- Grade average point: 3 for ‘A’ level.
b) 2ND Division/ Class- 2 Points or 3.00 GPA in Case of S.S.C./ H.S.C or equivalent. 2.50 GPA in case of Honors & Masters degree and minimum 5 subjects in O level & 2 subjects in ‘A’ level considering 4 points for ‘B’ – Grade in the subjects. Average point: 2 for ‘O’ level. Considering 5 points for ‘A’- Grade, 4 points for ‘B’- Grade & 3 points for ‘C’- Grade average point: 2 for ‘A’ level.
Candidates with B.Sc.-Eng., B.Sc.-Ag of any discipline from Govt. approval Universities with minimum 09 points or total GPA- 10.00 are also eligible to apply for the post.
Candidates with 3RD Division/ Class or below GPA 2.50 in any examinations shall not be acceptable.
Distribution of marks for 4(four) years Graduation course will be:
a) For 1ST Division/ Class: 4 points
b) For 2ND Division/ Class: 3 points
Candidates with CA- Inter? ICMA- having qualified in 16 subjects out of 24 may be eligible for the post of Sr. Officer.
Assist. Officer Grade- 3
Minimum qualification is graduation or equivalent with 6 points or total GPA- 7.50 on the following basis:
a) 1ST division / Class – 3 points or 3.50 GPA in case of S.S.C or equivalent. 3.00 GPA in case of Honors degree.
b) 2ND Division/ Class- 2 points or 3.00 GPA in case of S.S.C or equivalent. 2.50 GPA in case of Honors degree.
No 3RD Division/ Class or below GPA 2.5 in any examinations will be allowed.
Messenger-Cum-Guard Grade- 2/ Security Guard Gr. -@/ Plumber Gr-2/ Electrician Gr-2/ Driver Gr-2
The minimum qualification is S.S.C or equivalent.
Cleaner/ Mali
The minimum education is passing of Class-8.
Evaluation of ‘O’ level and ‘A’ level
Evaluation of ‘O’ level
Minimum 5 subjects in ‘O’ level passed in the following manner:
1. English Language ‘A’ grade= 4 points
2. Bangla Language ‘B’ grade= 3 points
3. Mathematics ‘C’ grade = 2 points
4. Any two subjects from Science,
Commerce or Humanities group
Preferably physics, Chemistry, Biology, Computer Science, Accounting, Management, Economics etc.
Any candidate, say, got ‘A’ in 2 subjects; ‘B’ in 2 subjects & ‘C’ in 1 subject. In this case average point is calculated as under

2*4=8
2*3=6
1*2=2
=16/5=3.2points

Evaluation of ‘A’ Level
Minimum 2 subjects in ‘A’ level passed in the following manner:
Any 2 (two) subjects from science, ‘A’ grade = 5 points
Commerce or Humanities group preferably ‘B’ grade = 4 points
Mathematics, Physics, Chemistry, Biology & ‘c’ grade = 3 points
Computer Science, Accounting, Management,
English Literature, Economics etc.

Any candidate, say, got 1 ‘B’ & 1 ‘C’. In this case average point is calculated as under

1*4= 4
1*3= 3
=7/2=3.5 points

6.02 Normally, for recruitment in different grades, advertisement shall be published at least in two national dailies inviting applications for the posts from eligible candidates giving at least 15 days time. Exception may be made with the concurrence of the Board. Separate advertisement may be released for applications from female candidates. Candidatures for more than one post at a time on any occasion will be cancelled.
The concerned committee (formed by the Board) may also receive applications by hanging advertisements in the Notice Board of the Bank or on the Web- Site for the posts of technical nature and appoint suitable candidates against available vacancies as per requirement of the Bank with the approval of the Board provided those vacancies cannot be filled in by promotion from lower grades.
6.03 Written and Viva Voce Test shall be taken on two subjects- (1) General knowledge (General & Professional aspects) and (2) Islamiat (basis Islam) . At least 50% marks shall be treated as qualifying marks in each case. Answer Scripts on the ‘General Knowledge’ subject shall only be taken into cognizance if the concerned candidate qualifies in Islamiat i.e. secures at least 50% marks in Islamiat. Under special circumstances’ the Broad/Special Committee may allow / grant general grance marks’ if necessary.
6.04 Both Written and Viva Voce Test of the direct recruits shall be arragged by the Bant itself or through any other organization(s) capable of undertaking the responsibility. Such test may be held in Dhaka and / or elsewhere as deemed convenient.
The Broad/the Committee for Recruitment formed by the Broad shall decide policy and procedure regarding preparation of question papers and examination of answer scripts and the system/modes of written Test in entry as well as lateral entry grades and relax the provition of such written test in case of recruits of lateral entry grades and Sub-Staff including Drivers, Security Grades, Temporary Staff/Sub-Stuff and officials on contract basis, if deemed necessary from time to time.
6.05 The appointment will be made as per requirement of the Bank on the basis of a panel which shall remain valid for a period not exceeding one year.
7.00 Commencement of Service
The service under the Bank shall commence from the working day on which an employee reports for duty at the place and time intimated to hin/her by the Competent Authority if he/she reports before noon and from the next working day if he/she reports in the afternoon.
8. 00 Agreements
8.01 Every employee, appointed at either entry or lateral entry level, shall be required to furnish a Surety Bond executed by him/herself along with two other respectable personalities of means and standing acceptable to the Bank as Sureties on a non-judicial stamp of the requisite value to the effect that the incumbent will serve the Bank for a minimum period of 5(five) years failing which he/she be bound to refund half of the entire amounts received by him/her during the period of his/her service in the Bank on account of salary and allowances.
8.02 On entering the service of the Bank, each employee shall sign the Declaration of Fidelity and Secrecy in the form specified in Schedule-2.
9.00 Assignment of Duty
9.01 An employee shall be assigned such duties as will be determined from time to time.
9.02 An employee shall be required to serve at any time at any place in or outside Bangladesh.
9.03 All employees shall have to work /spend at least two years in the Internal Control & Compliance Wing of the Bank in order to make it more effective.
10.00 Confirmation
10.01 A) unless otherwise specified in the terms of appointment, an Officer (Probationary Officer) appointed by direct recruitment shall be on probation for a period of two years.
Provided that the Competent Authority may, for reason to be recorded in writing, extend the period of probation by such further period or periods on such terms and conditions as it will decide.
B) Unless otherwise specified in the terms of appointment, an Assist. Officer Grade- 3 appointed by direct recruitment shall be on probation for a period of six months.
Provided that the Competent Authority may, for reasons to be recorded in writing, extend the period of probation by such further period or periods on such terms and conditions as it will decide.
10.02 An employee other than Officer, appointed by direct recruitment shall be on probation for a period of six months provided that the Competent Authority may, for reason to be recorded in writing, extend the period of his/her probation by an additional period of three months under such terms and conditions as it will decide.
10.02 The confirmation of an employee in the service of Bank shall take effect from the date of his/ her joining the post.
11.00 Records of service
11.01 The records of the service shall be maintained separately for each employee and the same shall be in the Form specified in Schedule-3. (Personal Data Card).
11.02 An employee may be allowed to check his/her Service Records on request once in a year in the presence of the authorized officer and after such checking he/ she will put his /her signature with date indicating that the entries are correct and complete.
11.03 If an employee, in course if his/her inspection finds any inaccuracy or omission in his /her Service records, he/she may point it out in writing to the Competent Authority within fifteen days of such detection in which event the Authority on satisfied that such inaccuracy or omission exists shall rectify the records within 60(sixty) days from the date of intimation.
12.00 Travels on duty
12.01 Travels
An employee travelling on transfer shall be entitled to Travelling Allowance , Mileage Allowance and Daily Allowance as per TA/DA Rules approved the Board from time to time.
12.02 Joining time
Joining time may be granted to an employee to join a new post in another station on transfer as mentioned below.
For preparation maximum of 4 days.
Actual time taken for the journey to enable him/her to join the new post in another station, inclusive of holidays, if any, intervening between the day the employee makes overcharge of office at the station and day he/she reports for duty at the new station. If the transfer is in the same station, the joining time shall be next working day. No newly appointed employee will be allowed any TA/DA at the time of his/her 1ST joining the service.
Schedule-1
Classification of posts
1. Managing Director
2. Deputy Managing Director
3. Executive Vice President
4. Senior Vice President
5. Vice President
6. Assistant Vice President
7. Senior principle officer
8. Principle Officer
9. Senior Officer
10. Officer/Probationary Officer
11. Assistant Officer Grade-1
12. Assistant Officer Grade-2
13. Assistant Officer Grade-#
14. Driver Grade-1 /Sr. Messenger-Cum – Guard/Sr. Security Guard/Electrician Grade-1/Plumber Grade1
15. Messenger –Cum – Guard Grade-1/Security Guard Grade -1/Godown Guard Grade-1/Electrician Grade-2
16. Driver Grade-2,Plumber Grade-2
17. Messenger-Cum – Guard Grade-2/Security Guard Grade-2/Godown Guard Grade-2
18. Mali/Cleaner.

NB.
1. Senior Messenger-Cum-Guard, Senior Security-Guard & Senior Security Guard will be promoted to Assist. Officer Grade-3 only if they have requisite qualification as per promotion criteria and found qualified for promotion.
2. No further recruitment in the grades will be made either by direct recruitment or by promotion.
3. Messenger-Cum-Grade Grade 1 and equivalents will be promoted to assist. Officer Grade-3 if they have requisite qualifications as per promotion criteria and found qualified for promotion.
4. That the vacancies not exceeding 10% in the post Assist. Officer Grade-3 will be filled in by promotion for amongst the existing suitable and eligible candidates with requisite qualifications & experience serving as Sr. Manager-Cum-Guard /Sir. Security Guard / Sr Godown Guard or Manager –Cum Guard Gr-1 / Security Guard Gr -1 /Godown Guard Gr -1 as per existing promotion policy.

Schedule-2
Declaration of Fidelity and Secrecy
I………………………do hereby solemnly declare in the name of Allah the Beneficent and Merciful that I will faithfully, truly and to the best of my judgment, Skill and ability , execute and perform the duties required of me as……………… of the Islami Bank Bangladesh Limited and which properly relate to my office or position in the said Bank.

I further declare that I will not communicate or allow to be communicated to any person not legally entitled thereto any information relating to the affairs of the Bank nor will I allow any such person to inspect or have access to any books or documents belonging to or in the possession of the Bank and relating to the business of the Bank.

Signature………………………

Designation………………………

Signed before me

Signature………………………

Designation…………………..

Date………………………………

Schedule-3

Personal Data Card

Employee Identity No

Particulars:

1.         Name (in block letter)                 :

2.         Father’s Name                         :

3.         Mother’s Name                                   :

4.         Spouse’s Name                                   :

5.         Permanent Address                             :

Village………………………………………………..

P.O…………………………………………………….

P.S………………………………………………………

District…………………………………………………

6.         Present Address                                  :

7.         Date of Birth & Place

8.         Date of Joining IBBL with Rank       :

9.         Educational Qualifications                 :

1. Professional Qualifications                       :

1. Experience Prior to Joining IBBL:

1. Particulars of Training:

1. Place of Posting:

1. Particulars of Promotion:

1. Particulars of Annual Increment/ Special  Increment:

Back Ground Checking Policy

While joining the service in any post, a Police Verification Report as per prescribed Format of the Bank to be taken through Superintendent of police, People’s Republic of Bangladesh of respective Home District.

Seniority

1. Inters seniority of the employees of the Bank will normally be decided according to the date of substantive appointment in a grade, provided that when the appointment is made through a competitive examination, seniority will be fixed in order of merit in a particular batch.

2. Confirmed employees in each category shall rank senior as a class to probationers and temporary employees and shall take seniority inters according to the date of confirmation.

3. Employees promoted to the posts of the same scale on the same date shall rank according to the date of confirmation in the immediate lower post from which they were promoted.

4. As between a direct recruit and a promote appointed in the same category of posts who is confirmed in the same category with effect from the date, the promote shall rank senior to the direct recruit.

5. Separate seniority lists shall be maintained for each category of employees.

6. In the case of change of category of posts, if the same is done at the request of the employee concerned, he shall take seniority in the new category of posts carrying the same scale of pay or comparable scale of pay from the date of his appointment in the new category of posts.

7. Probationers of earlier batch shall rank senior to that of the later batch and probationers of the same batch shall rank inters according to the position obtained in the recruitment examination, provided they join within the time stipulated in the appointment letter.

Findings

Recruitment Process

CAMO Technologies Recruitment Process

CAMO Technologies delivers unmatched services to its clients and candidates throughout the relationship, by following rigorous internal recruitment processes.

First, the CAMO Technologies team discusses the requirements, parameters and objectives of each staffing and contracting initiatives, with its clients. Consultants/ Candidates that fit into the defined parameters are validated throughout the process.

This methodical and focused approach has helped CAMO Technologies foster long term relationships with Clients and Consultants.

Objective:

Ensure precisely channeled selection of resources, to enable achievement of the company’s business goals.

Objective:

1.       To attract potential employees into the rolls of the company

2.       To make a positive impact with our clients, thereby increase the goodwill and equity for the Company, leading to better market standing.

Resourcing Process

4.2 HR Policy of Shahjalal Islami Bank Limited

Human Resources Division

Training Centre
Head Office Dhaka Training needs and proposed Annual Training Calendar for 2011.

We believe that an appropriate form of training contributes to Human Resources development and human resources can be developed by way of upgrading the job knowledge and skills. Training is essentially a planned continuous learning process & effort by management to improve employees competency levels & thus to develop individual ability to perform on the job. In-fact, the more information & education we can give to employees, the better equipped they will be to advance within the Bank.

As a part of our training strategy, the HR Training Centre has prepared a training calendar for 2011 based on training needs & requirement focusing on the key areas of banking. The main target group of our training for 2011 is newly recruited officers and mid-level officers.

Meanwhile, we have issued a separate letter on December 18, 2010 inviting suggestions including training requirements from the branches / Divisions of Head Office This year, we are contemplating to organize some outreach training workshops on ‘Prevention of Money Laundering’ & `Combating Terrorist Financing` as per regulatory requirement besides participating in training courses/workshops at BIBM / Bangladesh Bank Training Academy.

The following are the proposed training courses & workshops for the year 2011:

Workshops on:

Basel-II/ Customer Service Banking Laws & regulations / Leadership & Team Building / UCP-600 Islami Banking / Anti-Money Laundering / Investment Risk grading / Investment Risks Management & Documentation / ALM / IC& C / Uniform Financial Rating System/ SWIFT Operation/ Core Risk Management/ MICR Compliance Cheques and it’s Security features/ Bangladesh Electronic Fund Transfer Network (BEFTN)/ ’Foreign Exchange Transaction Udner ACU Mechnisam/ Foreign Investment/ CIB, CL, SBS-III/ Bangladesh Bank Guidelines for Islamic Banking/ SRP- Supervisory Review Evaluation Process (SREP).

Training course on:

Retail & SME Banking / Application of Technology in Banking / Foundation course for new officers General Banking/Investment & Investment Management Financing Foreign Trade / Business Communication.

The following is the statement of training courses & workshops organized by our Training Centre during the period from 01 -01 -2011 to 31-12-2011.

4.3HR Policy of Dutch Bangla Bank Ltd

4.4 HR Policy of AB Bank Ltd.

Recruitment Policy of AB Bank:

Policy Development/Revision and Monitoring

• Policy manual development and revision HR Audit (Internal and external).
• Develop HR communication plan.
• Ensure frequent communication with staff.
• Engage in Dialogue with staff at all levels; advocate on behalf of staff Ensure that grievances are addressed in the most appropriate, sensitive and confidential way.
• Initiate and coordinate OD: process review and improvement, strategic planning/change.
• Periodic HR process analysis.
• Climate Survey.
• Client/Employees satisfaction survey.

Staff/Consultant Recruitment and Transitions

a. Recruitment

Develop recruitment policy in line with business strategies by covering following activities:

• HR resource planning.
• Job advertisement.
• Short listing applications.
• Organize tests and interviews: administration of interviews through diverse panel and tests for all positions. Some can be delegated to line manager with clear guidelines. HR should have monitoring role.
• Reference check.
• Regret Letter.
• Hire consultant through competitive process.
• Nature of employment; casual, contract, regular.

b. Staff transitions

• Implement transfers, promotions, deputation, acting assignment etc. Handle long service awards/increments.
• Implement retirement, separation, termination or dismissal, discharges, loss of lien procedures.

c. Manage retrenchment

• Develop retrenchment policy.
• Help line managers to develop a transition plan long before retrenchment.
• Explore options to absorb imminent retrench staff.
• Forecast job vacancies within the organization where retrenched staff may be re-employed; communicate opportunities to staff to be retrenched.
• Develop a system to provide opportunities for future reemployment of the retrenched staff.
• Facilitate training on CV writing and interview techniques.
• Maintain liaison with other organizations to facilitate external employment opportunities in cases where people cannot be retained.

 Staff Development, Career Planning, Orientation

a. Training and Career Development Policy and Planning

• Develop a policy for staff development and career planning.
• Develop and implement Management development program/Internship program.
• Develop and implement multi-year staff development plan.
• Identify training resources in country and regionally.
• Coordinate and liaise with line managers; monitor and provide technical support
• Establish a training unit within HRM.

b. Training Needs Assessment

• Develop and use a comprehensive needs assessment tool for staff development (based on Appraisal, JD, etc). Identify staff training needs beyond specific requirements in coordination with line managers.
• Establish annual training plans for management development. Provide Training to Staff.
• Identify in country and outside training institutes.

c. Orientation and Induction

• Develop orientation package.
• Develop an orientation schedule.
• Conduct orientation sessions for new staff on organizational goals, values, policies, structure, programs, roles, etc.

d. Implementation of Training and Development

• Facilitate job rotation.
• Identify suitable training venues.
• Arrange cross-visits.
• Arrange management development training. Maintain training database.
• Establish a resource library with management-related books, videocassettes and audiocassettes.
• Provide guidelines for structured On-the-Job-Training.

e. Career planning and development

• Work with staff to articulate their own development and career goals.
• Ensure that positions have clearly defined required skill sets, and work with staff to develop skills and competencies as defined for given positions.
• Support staff in pursuing career goals and gaining skills.
• Provide staff opportunity to shoulder higher level responsibility to enhance skills and knowledge (through acting positions etc). Identify staff for management development program. Enhance coaching and mentoring activities through skill building. Identify high performing staff for fast-tracking.

Performance Management System

• Standardize job descriptions, Individual Operating Plans/Mobs and other tools for defining performance standards. Ensure training in performance management.
• Ensure that supervisors perform their responsibilities vis-à-vis performance management.
• Ensure that midterm appraisals are performed and documented. Develop, revise and disseminate policy guidelines on staff appraisal system.
• Develop and monitor appraisal grievance procedure.
• Organize training on appraisal and monitor processes.
• Work with staff to achieve objectives for personal development as identified in appraisals.
• Ensure salary increases and other incentives as per organization’s policy.

Human Resource Information System

a. Database

• Establish a standard HRIS for staff and consultant.
• Ensure accessible data regarding training needs, staff profiles, etc.
• Coordinated HR database regularly with line managers and management.
• Provide each employee annual printout of his/her HRIS file.
• Review and develop necessary HR formats.
• HR website.
• HR Bulletin.

b. Maintenance of records

Personnel file for every staff for updating documents regarding appointment, discipline, promotion, and performance; other information to be kept in paper-free databases.

Move to use database rather than paper communicate staff information and personnel decisions and to manager via computer networks.

Staff Welfare And Management

Benefits, salary review, disciplinary, trade union, labor laws and legal actions.

a. Job Analysis, Salary Compensation and Review

• Conduct periodic job responsibility analysis; recommend changes to job grading as per analysis.
• HR benchmarking.
• Rate job descriptions (especially new positions) using a job responsibility methodology.
• Conduct periodic salary reviews; develop attractive and flexible incentive system for employees, in line with job responsibilities. Executive remuneration packages.
• Review policies regarding staff allowances, such as TA/DA, hardship, housing, etc., and make recommendations based on surveys or other hard data.
• Workplace Health and Safety.
• Health and Safety Legislation.
• Occupational health problems and issues.
• Group life/health insurance Pay Roll administration Overtime.
• Working mother benefits Maternity benefits.

b. Discipline and Grievance

Investigate, recommend and implement disciplinary matters; conduct show-cause inquiries; ensure compliance with procedures for disciplinary actions.

Ensure rapid, sensitive and confidential follow-up to staff grievances. Ensure legal compliance of policies and procedures, disciplinary actions, etc.

c. Expatriate Services

Salary, leave and other allowances Work permit, visa etc.

d. Leave management

• Earn leave/ Casual leave/ Annual leave Sick leave.
• Maternity/paternity leave CTO.
• Excess leave/special leave.

HR Administration

• Service certificate Identity card.
• Condolence letter.

4.5 HR Policy of Prime Bank Ltd.
HR Vision

Managing an organizational culture where employees enjoy working with pride and are strongly motivated to gain and maintain professional excellence to convert the human resource into human capital.

HR Message to the Ambitious

Talents, welcome!

As you aim higher, career is all about choosing your own vision; it’s more than about choosing your job. The path you choose first will be your pavement of future direction towards success. So, it is better to start with a learning environment, a winning culture, a trusted brand which will ensure your exhilarating avenue of career progression.

We, at Prime Bank Limited, carefully manage a learning environment, career development strategy, smooth progression of our talents. We offer an excellent organizational culture and competitive compensation package in a way which always match our employees’ desires. In an exchange of all what we relentlessly look for, individuals with quality education, team-spirit, drive for professional excellence, creative approaches who can, in turn, produce desired end result.

You are welcome to explore your opportunities with us. Best of luck!

HR Principles

Talent Resourcing, Learning and Development Culture:

We look for candidates with high potential who have wide shoulder to undertake the future leadership of the Bank. Our careful selection criteria involve fair policy and a set of steps to find the right candidate we look for. We have different programs covering on-the job and off-the-job training at home and abroad to develop our employees. Well-balanced job rotation and training are ensured while they join in any stream of banking. Our HR Training and Development center is acclaimed as one of the best centers in the industry. ‘We shape our talents’ this is a consistent motto to prepare our human resources as our future business leaders.

Open and Fair Evaluation System for Employees:

We manage an evaluation system that clearly links individual performance to our business goals and priorities. Each employee has well-defined reporting relationships. Self-rating is as a part of our evaluation process which we promote always. We manage an evaluation system based on the records of periodic counseling and achievements of the employees tracked over the year. For higher objectivity and openness, besides the immediate supervisor, each employee is screened by the next higher level (reviewer).

Competitive Compensation Package:

We offer a rewarding culture and higher compensation and benefits package in a way which always match with our employees’ desires including basic salary, provident fund, gratuity, housing allowance, medical allowance, conveyance allowance, group insurance, employees’ welfare fund, leave fair assistance and other admissible facilities those match individual job role and designation as per banking policy.

Performance Bonus:

Every year we pay for the high performers when company hits a certain level of profitability. It is also based some other additional criteria like the team’s success and the individual’s performance.

We create profiles of top performers and make these visible company-wide. It will encourage others to put in their best, thereby creating a competitive environment within the company.

‘We, not I’ Culture:

We value team collaboration. We believe the world has been shifted to team excellence from individual brilliance. When a target is tough for an individual; it is very easy for a team – we have learned this truth over the years through our success journey. Explore us, you will never feel alone!

Knowledge Sharing and Open House Discussions:

Ideas rule the world and ideas make money; even an idea can change our lives. The lines written here are very true, we believe. We promote, recognize and execute great ideas. We believe only employees are the biggest source of innovative ideas. Our knowledge sharing, suggestion box, open house discussions, employee-management meets are the source of our ideas. If you believe you can make the change with your great ideas please communicate us and exploit sooner. Our HR Division plays advocacy role and acts as a bridge between the employees and employer.

Selection Process

Recruitment and Selection Process for Fresher’s includes

Inviting Applications

CV Screening

Written Test

Face-to-Face Interview (2/3)

Selection and Offer Letter

Medical Examination

Joining

Recruitment and Selection Process for Lateral Entrants includes

Inviting Applications

CV Screening

Face-to-Face Interview (2/3)

Selection and Offer Letter

Medical Examination

Joining

Chapter-5
Compensation Data of Banks

5.1 Compensation & Benefit Plan
It’s easy to think “dollars per hour” when thinking about compensation. Successful compensation packages, however, are more like a total rewards system, containing non-monetary, direct and indirect elements. Non-Monetary Compensation can include any benefit an employee receives from an employer or job that does not involve tangible value. This includes career and social rewards such as job security, flexible hours and opportunity for growth, praise and recognition, task enjoyment and friendships. Direct compensation is an employee’s base wage. It can be an annual salary, hourly wage or any performance– based pay that an employee receives, such as profit–sharing bonuses. Indirect Compensation is far more varied, including everything from legally required public protection programs such as Social Security to health insurance, retirement programs, paid leave, childcare or housing.
5.2 Definition of Compensation and Benefit
Pay and compensation
Pay is an important feature of human resource management – after all, it is the main reason why people work. It is a sensitive and controversial area that has been extensively debated at both practical and theoretical levels. In the US the term ‘compensation’ is used to encompass everything received by an employed individual in return for work. For example, Milcovich et al (2001: 6) state that:
“Employees may see compensation as a return in exchange between their employer and themselves, as an entitlement for being an employee of the company, or as a reward for a job well done” (original emphases).
Compensation management involves the analysis and effective control of employee remuneration and covers salary and all benefits. It assesses the nature and extent of rewards and the way they are delivered as well as considering their effect on both the organization and staff.
From in depth research we have that compensation is the benefit package for the employees that are offered by the organization, such as flexible working schedules, insurance (health, dental, eye) etc.
Some definitions of compensation and benefit plan by different author are given below:
All forms of pay or rewards going to employees and arising from their employment (DESSLER, 1997)
Compensation refers to every type of reward that individuals receive in return for their labor. (MONDY AND NOE, 1993)
Material and psychological payoffs for working (KREITNER, 2004) encouraging employees to work and be committed to organization toward achieving organizational goals and objectives (Floyd & Wooldridge, 1994:49; Guth & Macmillan, 1986:303).
Employees’ commitment reduces turnover but increases performance (Angle & Perry, 1981:12), and employee can only be committed when their needs are met and fulfilled by their organizations (Maslow, 1954:122). Maslow (1954)
Vroom (1964:134) asserts that the expectation (reward) of employees on task performed motivates and encourages them to be committed.
Thus, the higher the expectation of workers, the greater the commitment. On the other hand, the lesser the expectation of workers, the lower the commitment (Martin & Shawn, 1984:273)
The reward or compensation people receive for their contribution to an organization includes monetary and non-monetary components.
• Remuneration – money paid for services or work done. Remuneration does not simply compensate employees for their efforts – it also has an impact on the recruitment and retention of talented people.
• Total remuneration/Reward- includes both monetary and non monetary rewards provided for services or work done.
• Incentives- designed to encourage employees to perform in a certain manner and commonly take the form of a payment to stimulate greater output or improved quality. E.g. stock option, discounts, free memberships, lump sum pay etc.
• Benefits- indirect financial payments which employees are legally entitled to receive. E.g. paid annual leave, sick leave.
The term ‘reward management’ covers both the strategy and the practice of pay systems.
There are two basic types of pay schemes, although many organizations have systems which include elements of both:
• Fixed levels of pay. Wages or salaries which do not vary from one period to the next except by defined pay increases, generally on annual basis. There may be scales of payments determined by age, responsibility or seniority. Most ‘white-collar’ jobs were paid in this way until recently.

• Reward linked to performance. The link may be daily, weekly, monthly or annualized. Payment for any one period varies from that for any other period, depending on quantity or quality of work. Sales functions are commonly paid on the basis of turnover; manual and production workers may be paid according to work completed or items produced. Catering staff typically rely on direct payment from satisfied customers in the form of service charges or tips (gratuities).

5.3 Compensation Data of Islami Bank Bangladesh Ltd.

Disbursement of Festival Bonus on the occasion of Eid-ul-Azha, 2011 (Hijri-1432).

01. Bonus equivalent to 01 (one) month’s Basic Pay as on 20 October, 2011 will be disbursed to all the regular Employees including Employees appointed on probation or contract basis, RDS Employees, Temporary Field Supervisors under SBIS & AIIS and Part-Time Cleaners of the Bank who have completed and rendered at least 6 (six) months continuous service in the present post as on the date of disbursement. But the service of previous post of the Employees who joined in higher post of IBBL shall not be considered for counting the above mentioned 06 month’s period.

02. This Bonus shall be disbursed on 20 October, 2011.

03. Basic Pay/amount for the purpose of payment of the Festival Bonus to Probationary Officers, Asstt. Officers Grade-III, RDS Field Officers, Driver Grade-II and MCGs/ SGs Grade-II appointed on probation, Temporary Field Supervisors under SBIS & AIIS and Part Time Cleaners will be as under:
(a) Probationary Officer @ Tk. 14,400/-
(b) Asstt. Officer Grade-III @ Tk. 8,600/-
(c) RDS Field Officer @ Tk. 5,900/-
(d) Driver Grade-II @ Tk. 6,770/-
(e) MCG/SG-II @ Tk. 4,950/-
(f) Temporary Supervisor under SBIS & AIIS @ Tk. 4,420/-
(g) Part-Time Cleaner. @ Tk. 3,250/-

04. This Bonus shall not be disbursed to the employees who on the date of disbursement i.e. 20 October, 2011 are not on Bank’s Payroll for reasons such as, Retirement, Termination, Resignation, Desertion and unauthorized absence.

05. Bonus shall not be disbursed to the employees who are placed under Suspension or tendered Resignation from the service of the Bank on or before the date of disbursement.

06. Bonus to the Regular employees including employees appointed on probation or contract basis as mentioned above (except RDS employees) and Part Time Cleaners shall be disbursed to the debit of Expenditure A/c. Bonus (Code No.eibs-11000221) and to the Godown Staff shall be disbursed to the debit of respective Investment Client(s) Account (s). After disbursement, a statement as per Annexure-A & B duly signed by the Branch Incumbent and the 2nd Officer be sent to the Senior Vice President, FAD, IBBL, Head Office, Dhaka with a copy to this Division and respective Zonal Office for checking which must reach them latest by 03 November, 2011.

07. Bonus to the employees under RDS shall be disbursed to the debit of Expenditure A/C Salaries (RDS-other than Basic) Code No.eibs-11000231 and after disbursement, a statement as per Annexure-C duly signed by the Branch Incumbent and the 2nd Officer be sent to RDD, Head Office with a copy to FAD & this Division and the respective Zonal Office for checking which must reach them latest by 03 November, 2011.
08. Bonus to the Temporary Supervisors under SBIS and AIIS shall be disbursed initially to the debit of Expenditure A/c. Bonus (code No.11000221) subject to final adjustment of the same out of the respective Supervision Fund. After disbursement, a statement as per Annexure-D duly signed by the Branch Incumbent and the 2nd Officer be sent to RCID, Head Office with a copy to FAD, this Division and the respective Zonal Office for checking which must reach them latest by 03 November, 2011.
09. Please note that any irregular payment of Festival Bonus on the occasion of Eid-ul-Azha, 2011 violating the above terms and conditions shall be viewed seriously and in such a case Head of Wings, Divisions, Departments, Zones, DG, IBTRA, Branch Incumbents and Disbursing Officials shall be held liable personally.

Disbursement of Incentive Bonus to the Employees of the Bank for the
Year 2010.
Keeping in view the overall satisfactory performance of the Bank during the year 2010, the Competent Authority has been pleased to approve Incentive Bonus for the employees of the Bank along with employees appointed on probation or on contract basis (unless otherwise specified) including RDS Officials & Ex-gratia to the Temporary Supervisors under SBIS & AIIS and Part-Time Cleaners for the year 2010 equivalent to 6 (six) months’ Basic Pay. 1 (one) additional Basic Pay may be paid to the employees for extra-ordinary & outstanding performances in the year 2010 as per criteria which will be informed later on.
Out of 06, 02 month’s Basic Pay have already been disbursed vide Circular Letter No. FAD/4043 dated 10 January, 2011 as interim Bonus. Remaining 4 (four) Incentive Bonus equivalent to 04 months’ Basic Pay be paid as per the following terms & conditions:
01. Incentive Bonus equal to 04 (four) months’ Basic Pay as on 31.12.2010 and lump sum amount as fixed by the Head Office to all the above categories of employees who have completed and rendered at least 1(one) year continuous and active service in the Bank during the year 2010 in the post. However, the employees who have rendered minimum 6 (six) months service during the year 2010 in the post, will be entitled to get 50% (fifty percent) of the 04 (four) Incentive Bonus. But no proportionate disbursement of Incentive Bonus shall be allowed to any employee.
In case of appointment of any employee in a higher post, the service of previous post shall not be counted for calculating 06 months or 01 year service time.
02. Incentive Bonus shall not be admissible to an employee who is placed under Suspension or Charge sheeted. Incentive Bonus will, however, be admissible to an employee under Suspension/Charge sheet if he/she is absolved of all the charges subsequently.
03. Any employee who has been awarded Major Punishment i.e. (i) Reduction to a lower stage in a scale of pay, (ii) Reduction to a lower post/grade, (iii) Compulsory Retirement, (iv) Removal from service and (v) Dismissal from service during the year 2010 for any fault or lapses committed by him/her shall not be entitled to get this Incentive Bonus.
04. Incentive Bonus shall not be disbursed to the employees who are not in Bank’s payroll on the date of disbursement due to desertion and unauthorized absence etc.
05. The Disbursing Official(s) shall not disburse Incentive Bonus to the employees who are not eligible for Incentive Bonus as per above mentioned Criteria.
06. The employees who are not eligible for Incentive Bonus as per above Criteria shall not draw Incentive Bonus. However, for any decision in this respect, the matter must be referred to HRD, HO.
07. Basic pay for the purpose of payment of Incentive Bonus to Probationary Officers, Asstt. Officers Grade-III, RDS Field Officers, Drivers Grade-II, MCGs/S.Gs. Grade-II & Electrician Grade-II who is on probation will be calculated as under:

a) Probationary Officer @Tk.14, 400/-
b) Asstt. Officer-Grade III @Tk. 8,600/-
c) RDS Field Officer @Tk. 5,900/-
d) Driver Grade-II & equivalent @Tk. 6,770/-
e) M.C.G.-Gr. II/ S.G. Gr-II & equivalent @Tk. 4,950/-
08. The Temporary Supervisors under SBIS & AIIS and Part-Time Cleaners appointed on consolidated pay duly approved by the Head Office who have completed and rendered at least 01 (one) year continuous and satisfactory service in the Bank during the year 2010 shall be allowed 04 (four) Ex-gratia at the following rates and who have rendered at least 6 (six) months continuous and satisfactory service during the year 2010 will be allowed 2 (two) Ex-gratia. No proportionate disbursement shall be allowed to any such employees.
a) Supervisors under SBIS – Tk.4, 420/-
b) Supervisors under AIIS – Tk.4, 420/-
c) Part-time Cleaners – Tk.3, 250/-
09. This Incentive Bonus will be disbursed on or after 29 March, 2011.
10. Incentive Bonus to all the employees including RDS Officials and Ex-gratia to the Temporary Supervisors under SBIS & AIIS and Part-Time Cleaners of the Bank will be disbursed to the debit of Islami Bank General Account, FAD, Head Office and after disbursement a statement as per Annexure-A, B & C jointly signed by the Branch Incumbent and 2nd Officer/In-charge, GB be sent to the EVP, FAD, Head Office along with the relative IBDA which must reach to him by 13 April, 2011. Please note that disbursement of Incentive Bonus & Ex-gratia be made at a time and one single IBDA, repeat one single IBDA to be issued to FAD, HO. with copy to the EVP, HRD, HO. And to the respective Zonal Office for checking.
11. Incentive Bonus to the Regular Godown Guards and all other Officials of any rank/grade, attached to clients’ Project/Project works/Godown shall be paid to the debit of the respective Investment client(s) Account(s). A separate statement as per Annexure-D to be submitted to the EVP, FAD, HO. which must reach to him latest by 13 April, 2011 with copy to the EVP, HRD, HO. and respective Zonal Office for checking.
12. Please note that any irregular payment of such Incentive Bonus & Ex-gratia violating the above terms and conditions shall be viewed seriously and the Branch Incumbents / Disbursing Official(s) / Wing / Division / Departmental Heads of HO will be held personally liable.
13. All Wings/Divisions/Departments of Head Office are requested to submit list of Employees entitled to get this Incentive Bonus as per Annexure – E to FAD, Head Office latest by 28 March, 2011.

We hope that, payment of the Incentive Bonus will greatly inspire all the employees of the Bank to work harder with more devotion and dedication so that Bank can achieve a much better result during the coming years.

5.4 Compensation Data of Shahjalal Islami Bank Limited
Structure of Compensation
Compensation is the total of all rewards provided to employees in return of their services.
Compensation is classified as
• Financial
Direct
Indirect
• Non-financial
Compensation and Benefit Package in Shahjalal Islami Bank Limited
Like other banks, Shahjalal Islami Bank Limited almost follows the above criteria while they are fixing their compensation policy. Actually compensation does not mean only the salary structure but also the other benefits. They might be direct or indirect benefits. Their performance appraisal and compensation plan is different. Performance appraisal is a tool of managing performance. Performance appraisal system and compensation plan of Shahjalal Islami Bank Limited is discussed in details below-
Compensation plan
Shahjalal Islami Bank Limited offers a good compensation package for their employees. They develop their compensation package based on market survey and in market survey, they only consider others bank. Then they select a company as a benchmark and develop their compensation. So their compensation package is far better than the industry average.

Financial (Direct) Compensation Policy of Shahjalal Islami Bank Limited
Shahjalal Islami Bank Limited has some particular criteria of giving financial compensations. Salary is the direct financial elements of compensation. Shahjalal Islami Bank Limited has some rules about salary payment Basically Shahjalal Islami Bank Limited has provide salary according to the employee’s designation and effort. They give different basic salary at the different level of management. All financial compensation of the Shahjalal Islami Bank Limited is explained below in details-

Basic Salary: It is varying from employee to employee. In addition, this amount is depended on the employee’s position within the company. Basic pay scale of employee is given below-
Entry level management – cash benefit is 10k and above
– COC (Cost to the company) 150k
Management – cash benefit is 30k and above
Senior management – (confidential)
Head of organization – (confidential)
Pension: Excluding the basic salary Shahjalal Islami Bank Limited is also providing other financial benefit such as pension. The amount is vary level wise, for example-
First level officer gets 9% pension of their basic.
Bonus: Employee of the Shahjalal Islami Bank Limited gets two festival bonuses a year and it is 100% of basic.
Overall performance rating scale:
Shahjalal Islami Bank Limited follows five type of performance rating scale. Those ares-
• failed to meet requirements;
• partially met requirements;
• fully met requirements ( good performance);
• exceeded requirements in many areas;
• far exceeded requirements in all areas;
Financial (Indirect) Compensation Policy of Shahjalal Islami Bank Limited
Shahjalal Islami Bank Limited provides indirect financial benefit to its employee as well. This indirect financial benefit includes paid vacation, health benefit, security benefits, employee service etc.
Health Benefit: Shahjalal Islami Bank Limited provides health benefit to the employee. They provide corporate facilities in various renowned hospitals (e.g., Apollo hospital, Dhaka Medical College). They provide membership facilities as well.
Employee Service: Shahjalal Islami Bank Limited provides employee services, for example, company provides loan to employees to improve their standard of living with a minimal interest.
Home Loan.
Auto Loan.
In case of auto loan, company provides a fixed amount for auto and after 3 years, employee will get the opportunity to change with buying or taking a new one. Employees have to pay lower amount of money for these.

Non-Financial Compensation of Shahjalal Islami Bank Limited
Almost every renowned organization provides non-financial compensation with financial compensation. Actually, non-financial compensation means the compensation, which is not directly related to the terms money, but it is related to employee satisfaction related to the job. An example would be Health Insurance Premium where the employee does not receive money but does obtain the benefit of health insurance coverage
Shahjalal Islami Bank Limited continually evaluates and reviews its employee benefits to ensure that benefits are competitive and in line with their employees needs. They always communicate with their employees about their job related issues. Employers are very much concern whether employees are facing any sort of problems with their job, with their working life and environment or not.

5.5 Compensation Data of Dutch-Bangla Bank Limited
Employee of the Dutch-Bangla Bank Limited gets two festival bonuses a year and it is 100% of basic.
Basic Pay/amount for the purpose of payment of the Festival Bonus to Probationary Officers, Asstt. Officers Grade-III, RDS Field Officers, Driver Grade-II and MCGs/ SGs Grade-II appointed on probation, Temporary Field Supervisors under SBIS & AIIS and Part Time Cleaners will be as under:
(a) Probationary Officer @ Tk. 13,300/-
(b) Asstt. Officer Grade-III @ Tk. 7,500/-
(c) RDS Field Officer @ Tk. 5,900/-
(d) Driver Grade-II @ Tk. 6,550/-
(e) MCG/SG-II @ Tk. 4,950/-
(f) Temporary Supervisor under SBIS & AIIS @ Tk. 3,520/-
(g) Part-Time Cleaner. @ Tk. 3,250/-

Disbursement of Incentive Bonus to the Employees of the Bank
Basic pay for the purpose of payment of Incentive Bonus to Probationary Officers, Asstt. Officers Grade-III, RDS Field Officers, Drivers Grade-II, MCGs/S.Gs. Grade-II & Electrician Grade-II who is on probation will be calculated as under:

a) Probationary Officer @Tk.13, 300/-
b) Asstt. Officer-Grade III @Tk. 7,500/-
c) RDS Field Officer @Tk. 5,900/-
d) Driver Grade-II & equivalent @Tk. 6,550/-
e) M.C.G.-Gr. II/ S.G. Gr-II & equivalent @Tk. 4,950/-

The Temporary Supervisors under SBIS & AIIS and Part-Time Cleaners appointed on consolidated pay duly approved by the Head Office who have completed and rendered at least 01 (one) year continuous and satisfactory service in the Bank during the year 2010 shall be allowed 04 (four) Ex-gratia at the following rates and who have rendered at least 6 (six) months continuous and satisfactory service during the year 2010 will be allowed 2 (two) Ex-gratia. No proportionate disbursement shall be allowed to any such employees.
a) Supervisors under SBIS – Tk.4, 520/-
b) Supervisors under AIIS – Tk.4, 520/-
c) Part-time Cleaners – Tk.3, 450/-
Dutch-Bangla Bank Limited provides indirect financial benefit to its employee as well. This indirect financial benefit includes paid vacation, health benefit, security benefits, employee service etc.
Health Benefit: Dutch-Bangla Bank Limited provides health benefit to the employee. They provide corporate facilities in various renowned hospitals (e.g., Apollo hospital, Dhaka Medical College). They provide membership facilities as well.
Employee Service: Dutch-Bangla Bank Limited provides employee services, for example, company provides loan to employees to improve their standard of living with a minimal interest.
Home Loan.
Auto Loan.
In case of auto loan, company provides a fixed amount for auto and after 3 years, employee will get the opportunity to change with buying or taking a new one. Employees have to pay lower amount of money for these.

5.6 Compensation Data of AB Bank Limited
Employee of the AB Bank Limited gets two festival bonuses a year and it is 100% of basic.
Basic Pay/amount for the purpose of payment of the Festival Bonus to Probationary Officers, Asstt. Officers Grade-III, RDS Field Officers, Driver Grade-II and MCGs/ SGs Grade-II appointed on probation, Temporary Field Supervisors under SBIS & AIIS and Part Time Cleaners will be as under:

(a) Probationary Officer @ Tk. 14,500/-
(b) Asstt. Officer Grade-III @ Tk. 8,500/-
(c) RDS Field Officer @ Tk. 5,500/-
(d) Driver Grade-II @ Tk. 6,550/-
(e) MCG/SG-II @ Tk. 4,550/-
(f) Temporary Supervisor under SBIS & AIIS @ Tk. 4,420/-
(g) Part-Time Cleaner. @ Tk. 3,250/-

In the following we have highlighted the Employee benefits which AB Bank Limited is provide:
Market competitive remuneration package
Staff banking privileges, including special interest rates for car loans, sundry loans and home loans.
Development opportunities and career support
Retirement benefit
Designing Compensation Strategy
There are so many compensation strategies that organizations follow. It differs from organization to organization. Being a one of the biggest multinational, AB Bank Limited also follows some compensation strategy. They have their own design of compensation. Strategies that AB Bank Limited follows are discussed below-

Different types of pay
There are different types of pay. That are-
• Wages.
• Salary.
• PRP.
• Other tangible.
• Social rewards.
• Status enhancement.
There are two types of pay policy.
1) Secret pay policy
2) Open pay policy
Secret pay policy – When an organization maintains secrecy in their pay system and forbids employees to disclose their pay rate to others.
Open pay policy- when organization don’t maintain any secrecy.

AB Bank Limited has both secret and open pay policy for their organization. AB Bank Limited has secret pay policy only for their top level management. And for rest of their employees they follow open pay system.
Equity Theory- when employees examine the relationship between their outcomes (pay, recognition, promotion) from a job and their inputs (knowledge, skills, education, experiences).
Maintain equity- performance of employees that are equitably and fairly rewarded by employer to increase employees’ job satisfaction.
Internal equity- it is maintaining fairness of the pay structure within a firm.
External equity- it means maintaining fairness of pay relative to what other employers are paying for similar services.
In organization, they have different strategy for different issue. AB Bank Limited has their own strategy for their organization and they are maintaining equity theory smoothly. AB Bank Limited follows both the equity.
In case of controlling pay system and maintaining salary structure theoretically we know that there are two type of pay structure.
• Centralized pay and
• Decentralized pay.
It varies from organization to organization. Some follows both the pay structure. In some organization, fixing salary structure is response of HR manager but in some organization, finance manager responsible for it.
In Centralized pay- parent company determines the salary structure.
Decentralized pay- pay determining decisions are delegated to the lowest supervisor.
AB Bank Limited determines their own salary structure of whole Bangladesh. Salary or pay scale varies from Designation to designation, Position to Position. Fixing salary is responsibility of HR Head rather than Finance Head. Head office determines the total package. Other districts don’t have any control on it. But the overall system is based on individual performance rather than team performances. AB Bank Limited goes for market survey. Based on earning capability, working capability, work force, market inflation, they take their decision. After the market survey, they set a standard, benchmark for the organization to meet their goal. AB Bank Limited always reviews their compensation with market benchmark.

5.7 Compensation Data of Prime Bank Ltd.
Employee of the Prime Bank Limited gets two festival bonuses a year and it is 100% of basic.
Basic Pay/amount for the purpose of payment of the Festival Bonus to Probationary Officers, Asstt. Officers Grade-III, RDS Field Officers, Driver Grade-II and MCGs/ SGs Grade-II appointed on probation, Temporary Field Supervisors under SBIS & AIIS and Part Time Cleaners will be as under:

(a) Probationary Officer @ Tk. 15,400/-
(b) Asstt. Officer Grade-III @ Tk. 9,600/-
(c) RDS Field Officer @ Tk. 6,900/-
(d) Driver Grade-II @ Tk. 5,770/-
(e) MCG/SG-II @ Tk. 5,450/-
(f) Temporary Supervisor under SBIS & AIIS @ Tk. 4,420/-
(g) Part-Time Cleaner. @ Tk. 3,450/-

Pension: Excluding the basic salary Prime Bank Limited is also providing other financial benefit such as pension. The amount is vary level wise, for example-
First level officer gets 10% pension of their basic.
Bonus: Employee of the Prime Bank Limited gets two festival bonuses a year and it is 100% of basic.

Health Benefit: Prime Bank Limited provides health benefit to the employee. They provide corporate facilities in various renowned hospitals (e.g., Apollo hospital, Dhaka Medical College). They provide membership facilities as well.
Employee Service: Prime Bank Limited provides employee services, for example, company provides loan to employees to improve their standard of living with a minimal interest.
• Home Loan.
• Auto Loan.

Chapter-6
Employee Perception about their compensation

6.1 Employee Satisfaction
Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement.
To measure employee satisfaction, many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Both of these tactics have pros and cons, and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale.
Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working relationship of the employees in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success.
Of course, few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously affect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers cannot improve their overall environment, a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount.
If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. Basic considerations like these can improve employee satisfaction, as workers will feel well cared for by their employers.
The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale.
The key elements of employee satisfaction are:
1) Sense of purpose
2) Fair compensation
3) A feeling of appreciation
4) A feeling of participation in the way their jobs are done
5) A management style that incorporates coaching, encouraging, and empowering
6.2 Employee Dissatisfaction:
Here is the description of this interview analysis:
Briefly, we asked our respondents to describe periods in their lives when they were exceedingly happy and unhappy with their jobs. Each respondent gave as many “sequences of events” as he could which met certain criteria including a marked change in feeling, a beginning and an end, and contained some substantive description other than feelings and interpretations.
The proposed hypothesis appears verified. The factors on the right that led to satisfaction (achievement, intrinsic interest in the work, responsibility, and advancement) are mostly unipolar; that is, they contribute very little to job dissatisfaction. Conversely, the dis-satisfiers (company policy and administrative practices, supervision, interpersonal relationships, working conditions, and salary) contribute very little to job satisfaction.

To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee’s work environment caused satisfaction or dissatisfaction. He published his findings in the 1959 book The Motivation to Work. The studies included interviews in which employees where asked what pleased and displeased them about their work. Herzberg found that the factors causing job satisfaction (and presumably motivation) were different from those causing job dissatisfaction. He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfies hygiene factors, using the term “hygiene” in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction.

The following table presents the top six factors causing dissatisfaction and the top six factors causing satisfaction, listed in the order of higher to lower importance.

Leading to satisfaction

Leading to dissatisfaction

Achievement

Company policy

Recognition

Supervision

Work itself

Relationship with boss

Responsibility

Work conditions

Advancement

Salary

Growth

Relationship with peers

Herzberg reasoned that because the factors causing satisfaction are different from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of dissatisfaction is no dissatisfaction.

Chapter-7
Findings and Recommendation

7.1 Findings
This thesis report has tried to analyze the compensation management of human resource development aspects that are practiced in five different types of banks. Through an exploratory approach this report reveals the genuine human resource development aspects of a world known multinational company. The Human Resource Department of those banking corporation tries to recruit the efficient people and try to motivate them through attractive remuneration packages.

They are contributing significantly towards human development through various praiseworthy activities. However, some problems are associated with managing people as it is the most complex in nature. The problems faced are—
• Multiple step recruitment process which is time consuming and expensive.
• Absence of time facilities for all the employees.
• Not giving enough concentration on employee career development.

7.2 Recommendation
In this banking corporation, compensation known as service. After careful analysis, the report recommends some steps that can be undertaken to restore these problems and enhance the corporate image of banking corporation to people.
The recommendations are as follows—
These five banks has LTA (Long Term Agreement) program with their employees. The agreement is for 3 years. But the thing is people don’t want to wait for that much and they leave.
• These five banks provide transportation facilities only for their senior employees, top management. Transportation facilities are not there for lower level employees.
• Need to lessen or reduce the time passed through the entire selection process.
• These five banks should provide some extra career management benefit for their employees.

Chapter-8
Conclusion

Conclusion
At last we can say that “Employee Perception on Compensation Package of Banking Industry in Bangladesh” is the process of knowing the employee’s perception towards their compensation what they are getting from the bank. In this study I have been able to know that, what the process of HR practices is in the banking industry of Bangladesh. The total HR policies and practices of the banking industry of Bangladesh. In my study I have been able to know about the objectives of the “Employee Perception of Compensation Packages of Banking Industry in Bangladesh”. In my study I have covered the area through which performance indicators are also described. In this study I have been able to know the industrial relations services. Risk management, safety and health services, and equity and diversity services of banking industry of Bangladesh.

The equity and diversity services of banking industry are also described in this study. Strategic policy, planning and co-ordination of all of these are described. Through the consultancy advice and support system the banking system are improving themselves. In this study, I can know there are the opportunities to job retention and also job satisfaction. There are opportunities to recognition, good environment opportunity to encourage co-operation through team work, great trust by practicing open communication. Building a flexible work environment that welcome new ideas, risk taking and does not carve all decisions in stone, routinely provide feedback and solicit it from others.