Internship Report On: "Human Resource Management Practices of Southeast Bank Limited"

Internship Report
On
“Human Resource Management Practices of Southeast Bank Limited”
Prepared for:
Dr. Gouranga Chandra Debnath

Associate Professor and Head
Department of Business Administration
Faculty of Business and Entrepreneurship
Daffodil International University
Prepared by:
Md Zihad Rayhan
ID No: 182-14-2727
Major: Human Resource Management
Masters of Business Administration
Submission Date: December 18, 2019

Internship Report
On
“Human Resource Management Practices of
Southeast Bank Limited”
[Conducted on behalf of Southeast Bank Limited, Khan Plaza, Rd No. 7,

Dhanmondi, Dhaka 1205, Bangladesh]
© Daffodil International University ii

Letter of Transmittal
December 18, 2019

Academic Supervisor
Subject: Submission of Internship Report
Respected Sir,
It is of critical benefit and joy to me to display you my entrance level position adventure paper
organized as a piece of the Internship program. I endeavored to collect data to make my
endeavor paper unequivocal and clear through my transitory position and using central data from
relevant source. I have analyzed each inch and outs about components that impact the report
"Human Resource Management Practices of Southeast Bank Limited."
I endeavored my best to make material and conceivable masterminding so it winds up effective

and in a similar class as you foreseen. I really trust this report will fulfill the need suggested. I
will recognize whether you kindly manage a segment of your significant events by encountering
the report.
Expressing gratitude toward you,
----------------------------------
Md Zihad Rayhan
ID No: 182-14-2727
MBA Program
© Daffodil International University iii

Letter of Acceptance
I am fulfilled to certify that the Internship Report on "Human Resource Management Practices" of
Southeast Bank Limited (SEBL) arranged by Md Zihad Rayhan, ID No: 182-14-2727 of the
Department of Business Administration (Major in Human Resource Management) is affirmed for
introduction and protection. Md Zihad Rayhan worked with "Southeast Bank Limited" as an
assistant under my watch. I am additionally satisfied to guarantee that the information and the
discoveries exhibited in the report seen to be real.
Md Zihad Rayhan bears a decent good character and an incredibly fulfilling personality. It has in
certainty been an exceptional joy working with her. I wish her beginning and end accomplishment
for the duration of regular day to day existence.
…………………………………
© Daffodil International University iv

Declaration
I accordingly truly articulate that the work showed in this brief employment report called "HR
Management Practices" of Southeast Bank Limited (SEBL) has been finished and has not been
starting late submitted to any school to get an educational underwriting.
The work I have submitted doesn't infringe any present copyright and no bit of this report is
replicated of any work done as of now by a title or something else.
In addition, I agree to reimburse the advancement against any misfortune or damage rising up out
of the break of past obligations.
---------------------------------------
Md Zihad Rayhan
ID No: 182-14-2727
MBA Program
© Daffodil International University v

Acknowledgement
It is conceivable that this entry level position report has never been managed without hands-on
learning, the help of different books, articles, goals and essential information. Improved my
vision on money trade rehearses and the cash related business. Due to all of those individuals
who have helped me, giving help, article books. I should offer my wonderful gratitude to my
chief, Nazrul Islam, Executive Director for his supervision, collaboration and course.
My unending appreciation to Tanmoy Shaharier, Senior Officer, and he works especially in

inward audit, of Southeast Bank Limited, Dhanmondi Branch for being patient and supporting
me in the midst of my entrance level position program. My accomplices and partners at the bank
had in like manner been exceptionally helpful, and made my transitory position all the
additionally charming and noteworthy.
I have worked at Southeast Bank Limited, Dhanmondi branch for a quarter of a year. As a right
hand, I got the opportunity to perform differing sorts of tasks related to cash exchange works out,
general banking and the credit the board division, which extended my perspective on the
movement of Southeast Bank Limited, Dhanmondi Branch.
© Daffodil International University vi

Executive Summary
Banking portion is broadening its convey obvious occasion reliably. In the essential time the
money related strategy is winding up quicker, less complex, and the regulating account zone
finding the opportunity to be logically wide. As the enthusiasm for better organization assembles
bit by bit, they are going with different creative through and things. With the genuine target to
get by in the drew in field of the managing a record part, all keeping money association are
chasing down better association chance to give their related customers. Banking industry is the
potential business where the advancement of a country depends a lot. In Bangladesh, banking
industry is moreover powerful. This industry is colossal in Bangladesh and holds various skilled
delegates. Southeast Bank Limited is a private bank that gives cash related organizations to its
customers. It started its assignment on under Companies Act, 1994 on March 12, 1995. Southeast
Bank has a total of 115 branch framework and they are giving comprehensive and centered
money related organizations to its clients.
Southeast bank has 3 focus workplaces General Banking, theory and remote exchange division
accept a basic activity through giving differing organizations to their customers. Nowadays web
banking is twisting up progressively surely understood in the private bank and consequently
SEBL has their very own fantastic programming "Uptimes" for giving a sharp help of the clients.
All through my general assessment for the section level position report I tried to focus on the HR
practices of Southeast Bank especially on the enrollment and getting ready procedure. The report
contains an establishment history of the bank close by a segment of its highlights from the
previous years. The goals and obstacles for making this report. A point by point definitive profile
of Southeast bank is moreover given. On the other hand, the rest some segment of the report
contains a full depiction of the general system of how the human resource the administrators of
Southeast Bank enlists new officials and what are the key centers that they look for the potential
hopefuls. Furthermore, the report moreover gives how various types of instructional gatherings
are being planned for the unmistakable component of officials at the bank.
At last, I believe this report consolidates the different unmistakable pieces of Southeast bank
which is huge to the HR practices of the bank that it's perform.
© Daffodil International University vii

Table of Content
Serial No. Title Page No.
Cover page i
Topic ii
Letter of Transmittal iii
Letter of Acceptance iv
Declaration v
Acknowledgement vi
Executive Summary vii
Chapter 01: Introduction
1.01 Introduction 02
1.02 Origin of the Study 02
1.03 Objective of the Study 03
1.04 Methodology 03-04
1.05 Limitations of the Study 04
Chapter 02: Overview of the Organization
2.01 Overview of Southeast Bank Limited 06

2.02 Historical Background 06
Chapter 03: Human Resource Management Practices of Southeast Bank Limited
3.01 Human Resource Management 08

3.02 Objectives of Human Resource Management 08-09
3.03 Recruitment and Selection 09
3.04 Training and Development 09-10
3.05 Performance Appraisal 10
3.06 Reward System 11
3.07 Compensation Management 11
3.08 Recruitment and Selection Process of SEBL 11-21
3.09 Training and Development of SEBL 21-26
3.10 Performance Appraisal Methods of SEBL 26-29
3.11 Compensation and Benefits of SEBL 29-32
Chapter 04: Findings & Recommendations
4.01 Findings 34
4.02 Recommendations 34
Chapter 05: Conclusion & References
5.01 Conclusion 36
5.02 References 36
© Daffodil International University viii

Chapter- 01
INTRODUCTION
© Daffodil International University Page 1 of 36

1.01 Introduction
A bank is a financial foundation affirmed to get store and make credits. Bank may in like way
give money related associations, for example, wealth the board, cash exchange and safe store
boxes. There are two sorts of banks: business/retail banks and adventure banks. In various
nations, banks are facilitated by the national bank. The bank guides putting aside additional
money and credit relationship to ensure contributes and various pioneers’ assets at putting aside
additional money and credit foundations expressly and the soundless of the budgetary area
everything considered.
Southeast Bank Ltd (SEBL) is one of the key supporters of economy of Bangladesh. It has been
winding up speedier as one of the pioneers of new age bank in private section in regard of
business and profitably. General monetary division generally finishes mind blowing course of
action of banking exercises. Southeast Bank gives refinement of organizations take on
Conventional Banking, Islamic Banking, Loan and Advance, Foreign Trade, Remittance,
Internet Banking, Mobile Banking, etc.
1.02 Origin of the Study:
The Internship report is required a focal fundamental for the satisfaction of the Masters of
Business Administration (MBA) course instructive projects of Daffodil International University.
For this transitory position I was alloted in Southeast Bank Limited by the endorsing of the
school. The purpose of this transitory activity report is "Human Resource Management Practices
of Southeast Bank Limited" which is picked by the academic boss Associate Professor and Head
Dr. Gouranga Chandra Debnath. With veritable heading of academic chief and authentic
administrators I have sorted out this report. For any business school understudies understudy
essentially informative undertakings improvement isn't satisfactory for managing the guaranteed
business circumstance, along this lines it is an open gateway for the understudies to consider the
field of business through the impermanent position report program. As section level position
report program is an ideal mix of the speculative and down to business learning. The inside
instructor causes me with setting up this transitory activity report.

1.03 Objectives of the Study:
Broad objective: To analyze the Human Resource Management Practices of Southeast

Bank Limited.
Specific Objective: In line with the broad objective, the detailed objective of the study
may be spelled out as follows:
 To find out the current recruitment and selection process of Southeast Bank
Limited.
 
 To identify the training & development process of Southeast Bank Limited.
 
 To analyze the performance appraisal process of Southeast Bank Limited
 
 To evaluate the compensation and benefit plans of Southeast Bank Limited.
 
To provide recommendations on the basis of findings.
1.04 Methodology
This report has been set up the subject to encounter amassed amidst the period of passage level
position. For setting this report, I have furthermore get information from yearly report and site
of the Southeast Bank Limited I have presented my experience and finding by using particular
diagrams and tables. Which are presented in the examination part? The nuances of the work plan
are equipped underneath:
Data gathering strategy

Significant data for this report has been amassed essentially by direct supervision of different
records, papers. Reports are operational technique and unquestionable workforce. No filtered
through survey has been used. Information concerning office encounters of the bank has
been gathered through inciting with bank authorities.
Data sources strategy: Both fundamental and discretionary wellspring of data are used to
complete this examination. These two sources are explained underneath.
1. Primary sources:
Up close and individual talk with the bank work environments and stuff
Discussion with the clients
Distinctive manual of Southeast Bank Ltd.
Distinctive freebees of Southeast Bank Ltd.

2. Secondary sources:
Annual report of Southeast Bank Limited.
Various papers or record of Southeast Bank limited.
Records and reports of the part of Southeast Bank
Limited Unpublished data or information.
Divers course perusing.
1.05 Limitation of the Study

A quarter of a year isn't sufficient to recognize about business banking practices through I have
been gotten most silly help from each and every person of the Southeast Bank Limited.
Completely, I couldn't pass on a stunning report for the time hindrances. Very far, the extension
and estimation of the examination has been abbreviated.
Lacking of time, the exactness of data most likely won’t have been completely
immaculate.
Science the perfect size of information couldn’t be taken, proposed working framework
may not be helpful without suitable changes.
Absence of experience.
The documentation part of the letter of credit concerning passage and import is incredibly
tangled and tremendous customs are kept up.
The important issue that made different issue as for assertion of associated
requested. All framework composing PC programs.

Chapter-02
Overview of the Organization

2.01 Overview of Southeast Bank Limited
General banking is one of the basic spaces of a formal area. Throughthis section bank get and
allocatecash to money relatedauthority client relationship by opening ifferent spots of records
and giving brief organizations to the clients. It is known as operationalfocus purpose of a bank.
The officials' staffs occupiedwith this division manage with cash just as take essential
employment rendering thebetter client organizations. So cashoffers should have a lot of
experienced and all around acted towards the respected clients by offering brief associations in
receiptand part of moneywith reliably showing grinning face. Sincebank make advantage by
contributing individual money, so it have to ollect cash fromclients by different way and need to
ensure best organizations for pulling in customers. Southeast Bank Limited has different sorts of
organization they havestandard banking, Islamic banking, Loansand Advances, remote trade,
Remittance, Internet Banking, Telecash, etc each branch has general money relateddivision,
outside exchange division, adventure division, little and medium monetarydivision.
2.02 Historical Background

Southeast Bank Limited is an arranged Bank under privateregion set up under the ambit of bank
Company Act, 1991 and Incorporated as a Public LimitedCompany under Companies Act, 1994
on March 12, 1995. The Bank began business banking practicesreasonable from May 25, 1995
amidst thiscompelled capacity to time the Bank had been feasibleto situate itself as a uniquecash
relatedfoundation in the country. The Bank had been byand large acclaimed by the business
mastermind, from little business visionary or exorbitantexperts and mechanical totals, including
the highestpoint of the line corporate borrowersfor forward-looking business viewpointand
imaginativefinancing courses of action thuslyinside brief period it has could make a picturefor
itself and ithas earned unprecedented reputation in the country's money related division as a
Bank with vision. Till now it has one hundredthirty five branches, in actuality.
Business Banksare one of the keysupporters of flop hopelessly economy of Bangladesh. The
appoint flops horribly capital favorablecircumstances for the correct progress work
environments. People and the organization itself are particularly dependentupon the
organizations given bythese banks in the cash related marketfor the technique of budgetary
improvement to work really. Business banksgo about as cash related center individuals by
playing out the farthestpoint of get together the favorable circumstances from oneassembling and
advancingthe proportionate to another while making asensible extent of advantage ensuing to
meeting the expensesof financing. Crediting is said to be the customers. There are various sorts
of credits and advances through which the bank practices thelimit of Lending.
The Bank Philosophy-"A Bank with Vision" has been crucially thepith of the legend of bank
accomplishment.
It has been ending up speedier as oneof the pioneers of the new age banks in theprivate part in
view of business and highly as it is apparent from thespending rundown all through theprevious
four years.

Chapter- 03
Human Resource Management Practices

of Southeast Bank Limited

3.01 Human Resource Management:
The Human Resources Division is a champion amongthe most imperative bits of anyaffiliation.
This is the division that deals with the whole workorganizing of the affiliation andwithout
authenticwork orchestrating an affiliation won't prepared o work in a smooth manner. Thusly, it
is basic for any kind of relationship to have a not toobad solid Human Resources Division. The
conventionalHuman Resources Department (HRD) ofSoutheast Bank Limited presentssensible
and solidHuman Resources Management (HRM) methodologies and practices all through the
relationship to deal with its present and potentialworkforce. This division is one to themost
fundamentaland involved part of SEBL. Thisdivision expect a basic activity in the staffing some
bit of theorganization systems of theBank similarly as consenting to all of the pieces of HRM.
3.02 Objectives of Human Resource Management:

According toScott, Clothier and Spiegel, - the objective of human resource the board, inan
affiliation is togain most prominent individual improvement, alluringworking associations
among delegatesand organizations, and to impact the trim of HR as showed up distinctively in
connection tophysical resources. The key objective of human resource unequivocalobjective of
human resource the officials are according to theaccompanying:
To ensure reasonableutilization of human resource, all other various leveledresources will be
capably utilized bythe HR.
To develop and keep up a good definitive structure of relationship amongall of the people
a relationshipby isolating o affiliation tasks into limits, positions andlivelihoods, and by
describing undeniably the obligation, master for every action and itsassociation with
variousoccupations in an affiliation.
To produce mostprominent improvement of HR inside the relationship byoffering open

entryways formovement to laborers through planning andguidance.
To ensure bargainof individual/total destinations with those of the relationshipin such a

manner, that the staffcrash and burn a sentiment of duty and loyaltytowards it.
To recognize and satisfy the necessities ofindividuals by offering diverse moneyrelated

and nonmonetary patches up. Toachieve the above endeavors thegoing with actives:

(i) Human asset arranging, i.e., deciding the numberand sort of faculty required fill
different situationsin the association. (ii) Recruitment, determination and arrangement of
work force i.e., business work (iii) Trainin and advancement of representativesfor their
productive executionand development. (iv)Appraisal of execution of workers and making
remedial strides, for example, move starting withone employment thennto the next. (v)
Motivation of workforce by giving budgetary impetuses and roads of advancement. (vi)
Remuneration of workers. Theworkers must be given adequatecompensation and
incidental advantages toaccomplish better quality of living and to propel them to show
higher profitability. (vii) Socialsecurity and welfare of workers.
3.03 Recruitment and Selection:-

Enrollment is a center farthest point of human asset association. It is the basic developmentof
plan. Enlistment suggests thegeneral procedure of drawing in, short posting, singling out
reasonable believability foroccupations (either endless or brief) inside an alliance. Choicecan in
like way imply outlinesrelated with picking people for unpaid situations, for example, settled
parts or unpaid understudyparts. Chief, human asset generalists and enrollment specialistsmight
be depended withcompleting choice, yet now and again open section workworking
environments, business selection work environments, or authority search for consultancies are
utilized to tries bits of theapproach. Electronic progressions to help all bits of choicehave
progressed toward getting thechance to be no matter how you look at it. As demonstrated by
(Syamala Devi Bhoganadam, Dr. Dasaraju Srinivasa Rao, October 2014) among all otherHR
limits selection is as far as possible where specialists are section into the affiliations. It's a
problematic taskto find the ideal people forright endeavor. Various examiners state selection
should be good to the affiliation to help in the forceful market. There are various hotspotsfor
standardenlistment is by laborer referrals, trades andprogressions, walk around and bythe
promotions.
3.04:- Training and Development:-
Planningand headway is a part ofhuman resource the administrators stressedover legitimate

development went for bettering theexecution of individuals and social affairs invarious leveled
settings. It has been known by a coupl of names, including "human resource progression", and
"learningand improvement". At the pointwhen it is connected to blending, arranging andmaking
delegates, a strategy is implied empower the new. laborers to change in accordance withtheir
new associations and work duties. These procedures of advancement are intended toelp
representatives to completely comprehend what working i about in the association and toassist
them withgetting completely profitable at the earliestopportunity.

In the front line working condition, getting readyand progression tries haveunprecedented
interest from directionin significantly express occupation capacities tolong stretch capable
improvement. Nowadays, it has ascended as a proper business work, acrucial segment technique,
and anapparent calling with specific theories and systems. Much more associations have gotten
ahandle on steady learning and propelling laborerimprovement, and acquiring an exceedingly
capable workforce. Believe itor not, the nature of delegates and the interminable improvement of
their aptitudes andproficiency through getting ready are directly commonlyseen as basic factors
in ensuring the long stretch accomplishmentand profitability of privately owned businesses.
In affiliations planning andmake program works as an evolving system, by the methodology new
incompetent specialists goes into the affiliation get realgetting ready and they make themselves
as skilled agents. A suitable getting ready and progression program can ensuremotivation,
promiseto the readied delegates meanwhile those awakened pecialists takes to incite be gifted in
the market to server the affiliationtheir best for the various leveled improvement.
3.05 Performance Appraisal:-
Is the demonstration oflooking over laborer work execution andoffering analysis to those agents
about both positive andnegative pieces of their execution? Executionestimations are basic both
for the affiliation and the individual, forthey are the basic data used in choosing pay
manufactures, headways, and by virtue of authorities who performinadmissibly, removal. A
show assessment (PA), alsoinsinuated as a demonstration study, execution evaluation, (job)
improvement trade, ordelegate assessment is a technique by which the action execution of a
specialist is accounted forand surveyed. (Aguinis, 2011) said "Execution the board is a consistent
technique ofrecognizing, assessing and making execution in relationship by interfacing each
individual'sexecution and goals to the affiliation's general crucial destinations". Bossassurance
that agent's activities and yields are immaculatewith the affiliation's targets and therefore, help
the affiliation improvement a forcefulbusiness advantage.

3.06 Reward Systems: -
Prize structure isordinarily managed by HR spaces as well. This bit ofhuman asset association is
fundamental, for itisthe structure bywhich affiliations outfit their laborers withcompensations for
past accomplishments and motivations fortip top later on. It is in like way the instrument by
which affiliationsaddress issues inside their work compel, through foundationof disciplinary
measures. Changing the work constrain with association goals, communicated Gubman,
"requires offering authorities a work relationshipthat moves them to assume liability for field-
tried technique." (Ulrich, Dave. Passing onResults: A New Mandate for HR Professionals.
Harvard Business School Press, 1998).
3.07 Compensation Management:-
Remuneration Management is the exhibit ofdispersing a type of budgetary motivator to an agent

for their work by techniques for theassociation's system or procedures. In basicterms, it is paying
an agent in perspective on thepicked compensation and course of action for help for the position.
Thetarget of compensationorganization is to find quality people who performquality work and
after that reimburse them to holdthem and lessen turnover rates. Some phenomenal sorts of pay
fuse pay, extra timepay, commission, rewards and bolster understandingthat may fuse prosperity
and dental security, escapetime, and retirement investment funds. Human Resource Management
hasaccept significant partin each and every affiliation. Todayworkers are viewed as organizations
resources so theyhave to increasingly proficient and successfully oversaw. To persuade worker's
compensation andadvantages is considered as one of the significant factor. As indicated by
(Nazir, 2010) representatives are not ready to work just formoney, they anticipate extra. This
extra is known asworker benefits. It's additionally apiece of a pay, individuals areeffectively get
gotten repetitiveto their work so they have to rouse andit a significant assignment to HR
authorities to deawith them. Along these lines, compensation won't just thing they need for their
inspiration soanything which is equivalent tomoney is progressively functional for theworkers as
theirinspiration.
3.08 Recruitment and Selection Process of South East Bank Limited:-
Meaning of Recruitment:
Havinggreat individuals in agroup gives an upper hand toa business. Utilizing the ideal
individual for the job will emphatically impact the presentation and profitabilityof the work
group all in all. Choosing aninappropriate individual can bring about lowerexecution, higher
working costs, diminishedconfidence and expanded turnover among other staffindividuals. In
humanresource the board, "enlistment" is the path toward finding and getting thbest and most
qualified contender for a workopportunity, in a helpfuland wise way. Itcan similarly be described
as the "strategy of searching for arranged laborers and invigorating andasking them to apply for
occupations in a affiliation". It is one whole methodology, with a fulllife cycle, that starts with
unmistakableverification of the necessities of the associationconcerning the movement,
andcompletions with the colleague of the agent withthe affiliation. At the point when we talk
about theenlistment methodology, we rapidly thinkabout activities, for instance,

Aimessenthewhoatbaction,xamartoofialewbeinRecruitmentardsationpilemetaccgateseeniofallnthegofdrplnectheivingshingssitiescessapplicaffwhyvariousiaesftion,ntstheftheandslandespelectionveledcirpickplanningumstancesiftargetsteoamonghniquecupation,them.insthem,sntoddestroyingxecutedtheassociation,ttingtrucisinheuretoprobabilityfindchose.Obviously,ndthecowhontenderdividualstowilltheapplyhelptogfor To guarantee that a pool of reasonably
experiencedand qualified individuals go after theposition.
Objectives of Recruitment Policy:
The purpose behindconvincing work is to exhibit the ideal individual with theright aptitudes
meanwhile bestpractices and genuine necessitiesrecommended. The powerful selection process
depends upon the achievement of each stage.
According to Mamariarai (1998), there should be segments in a tolerableenlistment approach:
a. Association's destinations (Short and Long term)
b. Recognizable proofof the enrollment needs
c. Favored sources off enrollment
d. Criteria of choice and inclinations
e. The expense of enrollmentand its monetary ramifications of the equivalent
Types of Recruitment
Enlistment can be separatedinto 2 sorts,
1) Internal Recruitment
2) External Recruitment

RECRUITMENT
INTERNAL EXTERNAL
Transfers Press advertisements
Promotions Educational institutes
Upgrading Placement agencies/outsourcing
Demotions Employment exchanges
Retired employees Labor contractors
Dependents and relatives of deceased Unsolicited applicants

employees
Employee referrals
Retrenched employees Recruitment at factory gate
Internal Recruiting:
An internal wellspring of selection incorporatesenlisting hopefuls inside. Delegates starting atnow

working in their very own association are pulled backo other office or higher position. If thelaborers'
execution are minent and adequate, they are offeredchance to have increasingly raised sum from the
present post. If extra aptitudes required, affiliation are setup to give getting ready. This isperhaps the
simplestmethods for choosing up-and-comersas the presentation of their work definitely knownby
the executives.

Methods of Internal Recruitment:
1) Selecting top capacities inside a relationship tobigger sum

2) Promotions
3) Internal Advertisement
4) Temporary specialists to definitive period
5) Contract laborers toephemeral
6) Temporary laborers to constant
7) Retired laborers forspecialist position
Advantage of Internal Recruitment:
An internal wellspringof enlistment, that is obtaining agents inside the affiliation, has its own one
of a kind courseof action of ideal conditions and shortcomings. The centralfocuses are according
to the accompanying .
It is clear, basic, quick, and down to earth.
No need oacknowledgment and planning, as thecandidates unquestionably know their
movement and commitments.
It moves the delegates to lock in, and extends the workrelationship inside the affiliation.
It helps in making laborer immovabilitytowards the affiliation.
Employees stay for abroad stretch in the association when theyare raised to higher
position. Rivalry amongdelegates to include unusual state when collaboratorgets
progressed.
Disadvantage of Internal Recruitment

It thwartsnew contracting of potential resources. Once in awhile, new resources bring
creative considerations and new thinking onto thetable. It has restricted extension since
allthe empty positions can't befilled.
It has obliged degree since all the unfilled positions can't be filled.
Dissatisfiedco-delegate may stop the situation becauseof envious or tendency.
If an internal resource is progressed or traded, bythen that position will remain void.
Employees, who are not progressed, maywrap up being vexed and demotivated.
Discriminationmay exist in individual tostanding, language, religion for headway
No open doors for oute representatives.
Lack of inventive.

External Recruiting:
An external sourceincorporates enlisting contenders remotely for betterexecution. Outside

delegates reliably feel energetic and imaginative for newassociations, logically powerful enough
to find businessissues and fix it. Notwithstanding the way that choosing external andidates
might be moreearnestly anyway it has logicallyproductive result on business appeared
differently in relation to insidesource,
 
 Sources of External Recruitment
 
 Job entryways.
 
 Social media enrollment.
 
 Newspaper Ads and Magazines
 
 Website.
 
 Campus enrollment.
 
 Direct Walk In.
 
 Recruitment offices
 
Internal worker referrals.
Advantage of External Recruitment:
Createnew open entryways for occupationsearchers and experience
laborers. Organization stamping additionsthrough external sources.
There will be no biasing or preferencebetween the laborers
Internal representative referrals.
The scope forpicking the right candidate ismore, because of the extensive number
hopefuls appearing.
Increasesbusiness framework as outside contenders ofexceptional aptitudes can take

business to extra mile.
Ability to enlist the candidates with novelcapacities business
need. New innovative musings andimprovement.
High efficiency.

Disadvantage of External Recruitment:
Create new open entryways foroccupation searchers and experience

laborers. Organization stamping additionsthrough external sources.
There will be no biasing or partiality between the laborers.
The scope for picking the rightcandidate is more, because of the extensive number
hopefulsappearing.
Increases business frameworkas outside contenders of amazing aptitudes cantake
business to extra mile.
Ability to enlist the candidateswith one of a kind capacities businessneed.
Recruitment Process of South East Bank of Ltd:-
Advertisements:
This is a champion amongthe most notable and accommodating way by which anaffiliation could
choose new agents. Inthis manner, Southeast Bank Limited moreoveruses this method for the
enlistment. The essential for work advances nuances through paper, various occupation round
localesand clearly through their site. Therefore, the nuancesconsolidates: educational necessities,
experience, pay perquisitescommitments, obligations, etc.
Educational Institution:
Southeast Bank compelled similarlyslants toward and get into specific activitieswhich empowers
directenlistment from any supposed universities in Bangladesh. In this manner, theyhave taken
part into this kind of activitiesbeforehand and are glad to do this even moreroutinely. Theytook a
not many on-grounds interviewsand starting there, various potential candidates arebeen
assembled for conference at theiroffice.

Work Agencies:
There are a couple ofamounts of human resource consultancy firmor workplaces in our country
which truly assistants and helpdiffering relationship to enroll new specialists. Inspite of the way
that SEBL don'tlook up for work workplaces regardless, these affiliations basically scanup for all
of the requirementsof the agents whether they are adequatelyqualified and are their chronicles
realtoo.
Holding up List:
Southeast Bank Limited furthermore prepares holdingup overview of hopefuls. These are the
hopefuls who havestarting at now arrange for the test onceanyway couldn't get together the
longing forbeing used. In any case, amidst need, these candidates are pulled up throughthe
holding upsummary in order as per the generalinclination of thenecessary action position.
Meaning of Selection
To remember onecandidate who is most likely going to perform favored in thecircumstance over the
others. This joins portions of the person's learning capacities andexperience similarly as their place
inthe lifestyle of a set up gathering. The Selection is the route towardpicking the most sensible
contender for theunfilled situation in the affiliation. Toward the day's end, assurancesuggests
disposing of prohibited applicants and picking thoseindividuals with fundamental capacities and
capacities to fill the occupations in the affiliation. While enlistment can be viewed as a positive
activity making aperfect number of work searchers, decision is inherently negativein that it will in all
likelihood incorporate expulsion of competitors. Pilbeam and Corbridge (2006) give a supportive
outline of potentialpositive and negative perspectives seeing that: 'The selectionand assurance of
laborers is essential to the working of an affiliation, and there are persuading clarifications
behindputting everything in order. Raunchy assurance decisions lessen definitivesuitability,
invalidate prize and improvementframeworks, are once in a while uncalled for on the
individualenroll and can be disturbing for executives whoneed to oversee unacceptable laborers.

Selection Process:
The Employee decision Process occurs in following solicitation
1. Fundamental Interviews-It is used to discard those contenderswho don't meet the base
capabilitycriteria set some place around the affiliation. The capacities, educationaland
family establishment, aptitudesand interests of the confident are investigated inthe midst
of groundwork meeting. Preliminary gatherings are less formalized and masterminded
than the lastgatherings. The hopefuls are given upa brief about thassociation and the
movement profile; and it isin like manner investigated how much the candidate
contemplatesthe association. Starter interviews are in like mannercalled screening
interviews.
2. Application spaces - The contenderswho clear the crucial gathering are required tofill
application clear. It contains datarecord of the candidates, for instance, bitsof knowledge
concerning age, capacities, clarification behindleaving past occupation, experience, etc.
3. Reference checks - Referees areuseful for recognizing past work issues and lightingup the
precision ofinformation presented in a gathering or CV. Only somewhat level of all
referencechecks are negative, thusly, normallydifficult to isolate between contenders
dependent on reference checks alone.
4. Composed Tests-Various made testsdrove in the midst of decision strategy areendency
test, informationtest, thinking test, character test, etc. Thesetests are used to impartially
overview the potential cheerful. They shouldnot be uneven.
5. Employment Interviews-It is areasonable association between the examinerand the

potentialcandidate. It is used to find whether thecandidate isgenerally fitting for the
necessarymovement or not. Regardless, such gatherings eat up timeand money both.
Likewise thecapacities of the cheerful can't be judged. Such gatherings may beuneven
sometimes. Such gatherings should becoordinated honestly. No preoccupations should be
there in room. There should be areasonable correspondence among cheerful and
examiner.
6. Medicalassessment Medical tests are directed to ensurephysical health of the potential

delegate. It will lessen chances oflaborer non-appearance.

7. Appointment Letter-A reference check is made about the contender picked andafter that
finally he is appointed by giving aconventional course of action letter.
Ordinary Mistakes in Selection Process:

1. Confiding in early presentations: Managers should trulyattempt to locate hopefuls' hidden
impression with the early presentation
2. Assessa candidate on an inappropriate elements: Oneof the most generally perceived

mistakes examiners make is toendeavor and find a newcomer with unclear qualitiesfrom
compelling current agents, oreven themselves. A contender with acomplimentary, rather
than indistinct, character and capacities likely could be of increasinglyunmistakable bit of
leeway to thegathering.
3. Making requests that are insignificant tothe movement: This lounges aroundinertly and
doesn'tconvey any beneficial information with whichto rate or evaluate the cheerful
capacities. Becareful so as not to make requests of an individual orlifestyle nature.
Assembling getting decisions as for factorsimmaterial to the movement can put
organizations in a legally weakposition.
4. Talking exorbitantly: The purposebehind the gathering is to amass as a lot ofappropriate

informationabout the contender approve the lawin assurance process, negligence is no
explanation.
Rating Errors:
1. Specific Perception: Interpreting the contenderswhat is seen or heard subject to interests,
experiences and tempers. Givesingular inclinations a chance to allaround ok alone for the
decision system.
2. Radiance Effect: Drawing a general impression around anindividual subject to a singular

trademark. Forexample: in the wake of doling out a high score on "organization", a rater
may feel that a comparable score isdefended for "effort", paying little heed towhether
evidencesuggests that should be the circumstance.
3. Complexity Effects: This happens when examiners differentiatecontenders and each

other, instead of against the execution rulesof the action or the developed criteria.

4. Projection: This happenswhen an examiner acknowledge that a cheerful issuch as
themselves. Forexample: a cheerful that went to a comparative school as theexaminer
may be viewed as resembling theexaminer in various manners.
Choice Process of South East Bank Ltd :
Decision is the known asanother major strategy wherein the potential andthe certified contenders
arebeen picked all around requested. It isextensively more than essentially choosing the perfect
individual. Toplace the lucky individual into the ideal spot is known asdelegate assurance.
Affirmation of Written Test:

The competitors who aremanaged and recorded, the gathering cardare send to those candidates
and are taught to sit for acreated test.
Inception of Written Test:

The contenders need toappear for a 40 imprints formetest reliant on Genera Aptitude closeby
General learning, Mathematics andEnglish. The contenders confirming 60% engraving inthis
created test willpossess all the necessary qualities for the gathering. Anoverview of the extensive
numberof candidates will be made who metall necessities for the gathering. Because of
enlistment of experienced lenders, the Managementwill genuinely converse with them. They
don't have to sit forany made test.
Meeting:
The hopefuls whoqualified in the made test are the ones who sitfor the gathering. The gathering
includes 36 imprints. These 36 imprints are appropriatedin 5 segments, 7 imprints for
Appearance and Personality, 8 forKnowledge and Related Field/Subject, 7 for General
Knowledge, 7 to testthe Analytical capacity of the hopefulsand 7 for social capacities which is
basic for an kind of work and for the mostideal stream of information.
Establishment Investigation:
The contenders who demonstratedadequate execution in the gathering areagain managed and
afterthat their encounters areexplored by arriving at their past chief, refs, checking their
informational establishment showed up onheir application, etc.

Preparation of Desirable Candidates List:
After theestablishments of the hopefuls are outand out examined, the most fitting and appealing
candidates are picked forthe necessary posts.
Last Approach by the Management:

After the once-overis prepared, a further custom is required. The Management finallyattests the
once-over in order tochoose the likelihood for the necessaryposts.
Arrangement and Placement:

This is the last advance inthe decision methodology. The productive rivalsin the initial steps are
finally offered forcourse of action. They are officiallyoffered by a plan letter forthe particular
post whereall of the bits of knowledge about portion and various things are referenced. Afterthe
contenderrecognizes the plan letter, he/she isfinally placed in the vacantsituation of different
divisionor exhibited on the branches where the enlistedindividual finally starts his/her official
commitments.
3.09 Training and Development of South East Bank Ltd:

Preparing:
Getting ready is aprogram that urges agents to learn express data for completingthe duty enough,
handily and emotionally. Getting ready isunquestionably not an unending method anyway it is
reserved at irregularbetween times in order to keep specialist bent limits at a most extraordinary
measurement. Generally gettingready is given by the masters or specialists in that relatedfield or
occupation.
Advancement:
Improvement isan edge work which iscontinuously expansive and highlight on agents' near and
dear growth&future through legitimate aptitudes, learning, andlimits instead of a brief
occupation work. All things considered, headwayinsinuates those learning openings proposed to
empower laborers tocreate. It isn't on a very basic level inclinationorchestrated. Or maybe, it
gives general learning and miens whichwill be valuable to laborers in higher positions. Tries
towardsprogression much of the time depend upon singular driveand goal. Headway works out,
for instance, those gave bythe administrators developmental programming engineers, areusually
hardheaded.

Purpose of training and Development:
Getting ready is required ateach period of work for every person at work. Getting readyprompts
extended operational proficiencyand extended association advantage. Tokeep one-self revived
with fastdeveloping advances, thoughts, characteristics and conditionplanning accept a basic
activity. Thusly, getting ready programmingengineers are in like manner fundamental in any
relationship forimproving the idea of work of the delegates at all measurements. Additionally,
planning gives agents a progressively broadcare, an extended mastery base and thatprompts
overhauled mindfulness.
The board progressionattempts to improve managerial execution by presenting data, changing
mindsets and growing aptitudes. The genuine objective of headwayis regulatory ampleness
through an orchestrated and a cognizant technique oflearning. This suits masterminded
advancement to meetthe future various leveled necessities
There are five stages of preparing and advancementprocess:
Need Analysis: It recognizes thespecific work execution aptitudes which isrequired.
Instructional Design: In thistechnique, individuals choose assemble and producethe

arrangement program.
Validation: It is the strategy bywhich the bugs socked out of the readinessprogram.
Implement the Program: It truly infers train up theconcentrated on specialist gathering.
Evaluation: In thissystem, the organization assesses the program's success orfrustration.
Techniques for Training:
Basically two sorts of methodologies forplanning are used to change the laborers tonew
occupation or to new post inside anyassociation.

Off the job training:
Off themovement getting ready is coordinated in an examination corridors doledout for planning.
This readiness can be sorted out at analternate instructional center point, or near the workplace
ora long way from the work. Off the arrangement empowersstudents to devote their total thought
to the materialsas in-address, presentation, logical examination, basicreasoning, imagine,
practice, etc are being taught there.
On the job training:
Hands on getting ready implies empowering newor natural laborers to learn by to playing out a
specific businessor task watching peers, senior accomplices or boss. Thereforeindividuals keep
learning by performing like on the sensiblefield. At work can be in like manner coordinated by
arranging of using hands on application reinforced bystudy corridor type direction.
Advantages and Disadvantages of Training:
Advantages:
Helps to improve corporate picture.
Increase the element ofacademic learning and aptitudes of the agents of
theaffiliation. Employee's conviction and trust towards the affiliationincreases.
The affiliation's generalproficiency level additions and moreover theaffiliation increments
improved profit.
Employees of the affiliation fathom the destinationsand how to meet them.
Creates a sound and strongassociation between the laborers and besides withthe
organization of the affiliation.
Organizationalprogression endeavors place.
Employees see clearly about how tomake each vital stride.
The affiliationcan perceive the agent'sability to work and theworking measurement.

Disadvantages:
Employeescan't play out their official work truly while they are doing theinstructional
course.
Well prepared workers leave the association andattempt to secure the better position with
more advantages.
Increase costof the affiliation
Takes a ton of time.
To offer getting ready to thelaborers, SEBL first finds the arrangement needs. Itcontains two
systems:-
Identify the part/criteria inwhich getting ready is required;
Identify the agents who genuinely need thesereadiness.
The readiness programin SEBL is done in yearly reason similarly as resulting tocontracting new
specialists. To lead the arrangement program they made a ummary of limits, for instance, when it
will be held, whowill lead the program, what number of educators will be there, will they be
contractedfrom outside or inside the association, whatnumber of delegates willsit for each
opening, what will be the range of the readiness program, should the laborers besend in to
another nation for theplanning or they should get the nearby getting ready, getting ready
spending plan, openness of gettingready helps, usage of those aides, and so on.
Their arrangement program is organized generally in two sorts, for instance:-

Functional Training: This is an office smart getting ready program. Thatsuggests
delegates from each division lineHR office, Marketing office, R&D, Production office
are given getting eady on express necessities according to their departmentalmovement
after the need recognizing verification.
Behavioral Training: Behavioral Training: These arefragile aptitudes planning, for
instance, socialcapacities, etiquettes, social measures, shock theadministrators, and so
forth. This sort of getting ready is for everydelegate of abhorrence division smart.

Again these two sorts of getting ready are given in two distinct manners:
On The Job Training: In SEBL delegatesare doled out with assignments, work turn and
even follow up to the managers while having hands ongetting ready. This isn't only for
the new determinationagents yet what's more for thepresent specialists. Thuslythey are
learning and endlessly experiencingnew articles related to their doled out occupations
while playing out their standard ordinary commitments in their action place. For instance,
tackling a specificundertaking and make a report on this, use ofmachines, security issues,
report making, and soforth. In various manners it manufactures thelearning of the
laborers withouthaving any additional cosnd time.
Off The Job Training: SEBL driving forces gettingready outside the affiliation when
fundamental, which is consideredas the off-the-work planning. They ssign experienced
mentor to setup their laborers. Every so often theagents are sent outside thecountry, for
instance, in Singapore or Netherlands to go to the planning programs. The leadthese
readiness with theobjective that their laborers can changeinto their workand turn into an
uncommon resource for theirassociation.
In the wake of experiencing thearrangement programs the shows are evaluated bythe mentors.
Delegates lead, intrigue, preparation tothe new program, confirmation, score of
Activities, proximity inthe courses, workshops, moods everything is gauges and evaluated bythe
mentors, supervisors, peers and the administrators and theanalysis is given.
Training Facilities for Bankers in Bangladesh:-
At any ratein Bangladesh thefinancial specialists need to encounter assorted planning atdifferent
events of their occupation inBangladesh Institute of Business Management (BIBM).
Bangladesh Institute of Bank Management Training Module:-
Serial No Course Name Duration

1 Agricultural Financing andCommodity Market 02 days
2 Asset-LiabilityManagement in Banks 05 days
3 Banking Technology forBranch Managers 05 days
4 Branch Human ResourceManagement in Banks 02 days

5 Branch Managementand Branch Simulation 07 days
6 Bank Guarantees 02 days
7 Banking Supervision & Regulatory Compliance 03 days
8 Basel-iii for BankExecutives 02 days
9 Project Financing and PPP 05 days
10 Credit Appraisal andManagement 01 day
11 Financial Crime andCompliance Issues in Banks 01 day
12 Mobile Banking and Agent Bankingin Bangladesh 02 days
13 Team Building for work Excellencein Branch Banking 02 days
14 Case-based Analysis 02 days
15 Enhancing ServiceQuality and Digital Marketing in 02 days
Banks
16 IT Security and FraudPrevention in Banks for Non-IT 05 days
Executives
17 Domestic andInternational Factoring 02 days
18 Management of No n-performing Loans: Case-based 02 days
Analysis
19 Governance of ITOperation Management and 02 days
Information Security inBanks
20 Legal Aspects of Securityand Documentation 02 days
Analysis of Training & Development of SEBL:
Being a specialistof SEBL similarly as an understudy of HRM of Daffodil International

University my examination about planning andheadway program is that that alldelegates should
go under thearrangement and improvementprocess for individual and master advancement.
Southeast bankacknowledges to achieve sensible business execution, gloriousnessadvancement
to the most anomalousmeasure of good measures. Top organizationshould try to develop each
and every laborerwith the objective that they can givetheir best for the affiliation. Genuine
planning and headway can make delegatesprogressively astute and capable.

Being a specialistof SEBL similarly as an understudy of HRM of Daffodil International
University my examination aboutgetting ready and headway program isthat the all delegates
should gounder the arrangement and improvement processfor individual and expert
development. As, SEBL accepts toaccomplish practical business execution, developmentand
activity greatness tothe most significant level of moral models andpolished skill. SEBL top
administration should attempt tobuild up every single representative with thegoal that they can
give their bestfor the association. In this way, appropriate preparing andadvancement offices can
make representatives of SEBL progressivelyintelligent and effective.
3.10 Performance Appraisal Methods of South East Bank Ltd
Meaning of performance appraisal:
It is anefficient evaluation of anagent's demonstration and obligation to an affiliation.

Associations use execution assessment to give agents contribution on theirwork and to legitimize
pay enlargements andprizes, similarly as end decisions. They can be executedat some arbitrary
timeanyway will by and large be yearly, semi-yearly orquarterly.
Objectives of South East Bank Ltd Performance Appraisal:
To recognizethe gap between the certified and the ordinary execution.
Evaluate the strong and considerable focalpoints about their work.
To recognize the relationship among chiefs and agents.
Evaluating an agentto choose the remuneration groups, wage structure, increasesin salary,
etc.
To keeping up progressive control.

.
Types of Performance Appraisal:
Technological Performance Appraisal:

It studies particular bent/limitsof an agent. It comprehends specialist throughput andrecognizes
how strong he/she is truthbe told.

Employee Self-assessment:
The specialist assesses himself/herself andit is finally differentiated and the chief'sdone
evaluationresults. It is trailed by trades and ifthere are contrasts, boss tends to the laborer about
it.
Manager Performance Appraisal:

In this sort, directorsexperience the assessment technique. It is theactivity of the manager that is
crucial managing both the gatheringand the client. Head needs to satisfy theclient base without
upsetting the (team's) laborer soul. Consistentlychief assessment process incorporatesanalysis
from the specific associates and aportion of the time from the client as well.
Venture Evaluation Review:

A salesman is settled on achoice by the targets he/she has setversus his/her results. Salesmen are
immovably held to thecash related goals of any affiliation. The overseer andagent must find
ways todeal with achieve targets before which they should setreasonable goals.
Task Evaluation Review:

This is a championamong the best ways to deal with recognize howincredible a specialist is
granulating endlessly. Rather than to keep atight grip on study a delegate year's end, it helps
evaluating laborersend of each assignment.
Technical Skills:
It is very basic for a laborer tobe proficient as for his/her particular authority beforegetting
handle on work. Particular capacities don't justidentify with IT benefits alone where an agent
should besound enough in his/her particular work space (either programming language or
working structure). It spreads overevery affiliation (w.r.t cash related/banking organizations, one
should be inactuality skilled managing records; a business master must bein certainty sound in
assessment and reports, etc.)
Performance appraisal tools and techniques:-

South East Bank Ltdutilize those apparatuses to make the assessmentas flawless as could be
allowed:-
Ranking Method: Situatingdelegates from the best to most exceedingly awful, picking
generallydumbfounding and least until all aresituated.

Paired Comparison Method: Situatingagents by making a layout of each and every
comprehensible pair of thelaborers.
(BARS) Behaviorally Anchored Rating Scale
It goes for merging the upsides ofrecord essential events by secures a ratingscale with express
story.
Management by Objectives.
Characterizingunequivocal quantifiable destinations with each laborerand once in a while

evaluating the progression made.
3.11 Compensation and Benefits of South East Bank Ltd:

Meaning of Compensation
Pay is the compensation gotten by an agentas a side-effect of his/her responsibility to the
affiliation. It is a sifted through preparing that incorporatesaltering the work-agent association by
giving monetary and non-cash related favorablecircumstances to laborers. Compensation is a
principal bit of human resource theboard which helps in moving the agentsand improving
legitimate sufficiency. Other than fundamental compensation, pay in like mannerjoins portions,
for instance, rewards, advantagesharing, extra time pay, affirmation rewards and checks, and
arrangements commission. Compensation can in like manner consolidatenonmonetary livens, for
instance, anassociation paid vehicle, speculation openings inexplicit cases, associationpaid cabin,
and other non-budgetary, yet assessable, pay things..
Compensation depends on:
Market investigateabout the estimation ofsimilar occupations in the business focus,

Employee responsibilities and accomplishments.
The availabilityof agents with like aptitudes in thebusiness focus.
The desiring of the business topull in and hold aparticular agent for the regard they are
believed to add to the work relationship.
The productivityof the association or the advantages available in anon-advantage or open
zone setting, and consequently, the limitof a business to pay feature rate pay.

Types of Compensation:-
1. Direct Compensation
2. Indirect Compensation
Compensation
Direct Indirect
Pay Incentives Benefits Services
Base Pay Merit Pay
Major Components of Compensation

Fundamental wages/Salaries:-
Thesesuggest the cash some portion of the compensationstructure subject to which various
segments of compensation maybe sorted out. It is conventionally a fixed aggregate which is at
risk to changesreliant on yearly growths or subject toperiodical compensation climbs. It is sorted
out subject to the circumstanceof an individual in the affiliation and changes fromassessments to
grades.
Dearness allowance:-
The portionof dearness reward urges delegatesand authorities to go up against the cost
augmentation or developmentof expenses of product and undertakings ate upby him.
Rewards:-
The prize can be paid in different manners. It will in general befixed rate on the principal pay
paid yearly or in degree to the profitability. TheGovernment in like manner suggests a base
statutory compensation forall agents and workers.
Commissions:-
Commission to Managersand agents may be established on the business pay oradvantages of the
association. It is constantly a fixed rate onthe goal achieved.
Blended plans:-
Associations may similarly paylaborers and others a mix of pay similarly ascommissions. This
course of action iscalled blend or mixed game plan. Beside thecompensation rates paid, the

agents may be equipped for a fixed degree of unending inventory of fixed focal point of offers or
advantages or Performance goals.
Piece rate wages:-

Piece rateremuneration are prevalent in the gathering pay. Thelaborers are paid wages for all of
the quantity conveyed by them.
Sign on Bonuses:-
The latest example in the compensationorchestrating is the single sum prize for the moving
toward laborer. A person, whorecognizes the offer, is paid a solitary sum as abit of a bonus.
Regardless of the way that thispreparation isn't regular in an enormous segment of the endeavors,
Equityresearch and hypothesis banking associationsare paying this to pull in the uncommon
capacity.
Advantage sharing portions:-
Advantage sharing isagain a clever thought nowadays. This canbe paid through portion of cash
or through ESOPS. The sorting out ofwages may be done so that, it attracts forcefulness and
improved proficiency.
The game plan of accidental points of interest doesn't attract any explanation. These include:
Company cars
Paid vacations
Membership ofsocial/cultural clubs
Entertainment tickets/allowances.
Discounted travel tickets.
Family vacation packages.
Reimbursements:-
Agents, dependent upon their degrees in the affiliation may getreimbursements subject to the
Expenses procuredand validated.
Affliction/Maternity Leave:
The extending social insight ofcorporate had realized the portion ofcontamination preferred
position tothe Employees of associations. Thissimilarly joins portions in the midst of pregnancy
of women agents. The expenses caused inview of harm or sickness are reviewed orreimbursed to
the laborers. Associations arefurthermore giving supporting cashrelated points of interest to the
gathering of the confiscated laborers. Inany case, associations dealing with these cost through
fitting security approaches like, Medical and catastrophe assurance.

Compensation Management of South East Bank Ltd:
This Projectis set out to seek after a sensible, forcefuland versatile pay course of action. The
Secretary is the lastmaster for underwriting of this game plan and will addressand review the
methodology on proposition of the ProjectDirector/Project Steering Committee periodically.
The remuneration of employees consists of;
Basic Salary
House Rent
Medical Allowances and other Allowances.
Pay rates arecharacterized between the delegates concernedand the board. The compensation
ranges for theseaction grades are evaluated from time to time. Brief and re-properstaffs don't
have any designated movement grade. Theunderstandings get an assembled portion for every
month and there are the same benefitsrelevant.
Fundamental Pay:
Fundamental payranges (BSRs) is comparable with the activity reviews and iscontrolled by the
Finance Ministry.
House Rent Allowances:

House rent rewards paid to thelaborers according to their assessment.
Medical Allowances:
Therapeutic stipends might bepaid to the workers as per their activity grades and on such
conditions that might be endorsed in the able specialist every once in a while.
Celebration Bonus:
All standard andunending delegates get two rewards each year. Oneis Eid-Ul-Fitr and another in
the midst of the Eid-Ul-Azha

Chapter:-04
Findings & Recommendations

4.1 FINDINGS:
The findings of the study are as follow:
Absence of appropriate Job Analysis:

The job analysis process of SEBL is not standard. Because the management of SEBL is
not able to apply various HRM functions.
Lack of standard Recruitment & Selection Policy:
Their recruitment and selection process is not up to the mark. Because in Southeast bank,
they recruit and select reference basis. They misuse their power.
Limitation in Proper Training and Development Policy:
Southeast bank is not providing proper training and development policy. When a person
join SEBL, they only provide seminars which is not enough for a employee. They need
training to learn about banking policy and to do their job.
Insufficient compelling Compensation Policy:
Compensation policy of SEBL is attractive. They provide all types of direct and indirect
compensation to employees. It is a positive finding that I found.
4.4 RECOMMENDATIONS:
Formulate proper Job Analysis Policy:

The job analysis policy should be taken by HR department, Head Office. Job analysis
should be designed well before recruitment.
Policy development for Proper Recruitment & Selection Process:

Southeast Bank need to use their power positively. They should avoid references. They
have to think equally for every candidate.
Effective Training & Development Policy:
Southeast Bank need to provide effective training and development policy according to
their recruitments. They need to sharpen their existing skills and development specialized
skill.

Effective Compensation policy:
South East Bank Ltd need to change for proper benefit & service to the employee.
Employees of long term job lose interest if they do not have effective benefits & services.
HR management should look after this benefits & services. SEBL senior employees need
more benefits beside salary. They will encourage when get more benefits & services from
the organization- like overseas tour, picnic, sports, dinner program etc.

CHAPTER:-05
Conclusion & References

5.1 Conclusion:-
The achievement of a businessbank depends, as itwere, in the idea of organization rendered tothe
clients. Nature of organizationdepends upon the wellness and theidea of the delegates of the
affiliation. Likewise, the master of SEBL must be vigilant in enlisting the helpful individual for every
movement. Ashas been seen, theenrollment and assurance methodology ofSEBL has spaces for
advancement. Themethodology and system should be refreshed. So yet both theenlisting and
planningprocess they have been getting so far hasbeen somewhat effective, tochange in accordance
with the developing occasions, the methodologyshould be reexamined and streamlined.
5.2 References:-
Southeast Bank Limited Official Website:
https://www.southeastbank.com.bd/
HR Manual of Southeast Bank.
SEBL Annual Report:
https://www.southeastbank.com.bd/upload/annual_report/Annual_
Report_Management_ 2013.pdf
http://www.studymode.com/essays/a-Study-Of-The-
Recruitment-And-1294187.html
Annual Report of SEBL 2015, 2016.
Training Needs Assessment Survey from HR-Survey.com. (2018).
Hr-survey.com Retrieved 13 April 2018, from https://www.hr-
survey.com/TrainingNeeds.htm

Internship Report On: "Human Resource Management Practices of Southeast Bank Limited"

Uploaded by

Copyright:

Available Formats

Internship Report On: "Human Resource Management Practices of Southeast Bank Limited"

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Internship Report On: "Human Resource Management Practices of Southeast Bank Limited"

Uploaded by

Copyright:

Available Formats

Internship Report

Dr. Gouranga Chandra Debnath

Submission Date: December 18, 2019

[Conducted on behalf of Southeast Bank Limited, Khan Plaza, Rd No. 7,

© Daffodil International University ii

December 18, 2019

Dr. Gouranga Chandra Debnath

Subject: Submission of Internship Report

I endeavored my best to make material and conceivable masterminding so it winds up effective

Expressing gratitude toward you,

© Daffodil International University iii

© Daffodil International University iv

© Daffodil International University v

My unending appreciation to Tanmoy Shaharier, Senior Officer, and he works especially in

© Daffodil International University vi

© Daffodil International University vii

2.01 Overview of Southeast Bank Limited 06

3.01 Human Resource Management 08

© Daffodil International University viii

© Daffodil International University Page 1 of 36

1.02 Origin of the Study:

© Daffodil International University Page 2 of 36

Broad objective: To analyze the Human Resource Management Practices of Southeast

Data gathering strategy

Distinctive freebees of Southeast Bank Ltd.

© Daffodil International University Page 3 of 36

1.05 Limitation of the Study

© Daffodil International University Page 4 of 36

© Daffodil International University Page 5 of 36

2.02 Historical Background

© Daffodil International University Page 6 of 36

Human Resource Management Practices

© Daffodil International University Page 7 of 36

3.02 Objectives of Human Resource Management:

To produce mostprominent improvement of HR inside the relationship byoffering open

To ensure bargainof individual/total destinations with those of the relationshipin such a

To recognize and satisfy the necessities ofindividuals by offering diverse moneyrelated

© Daffodil International University Page 8 of 36

3.03 Recruitment and Selection:-

3.04:- Training and Development:-

Planningand headway is a part ofhuman resource the administrators stressedover legitimate

© Daffodil International University Page 9 of 36

3.05 Performance Appraisal:-

© Daffodil International University Page 10 of 36

3.07 Compensation Management:-

Remuneration Management is the exhibit ofdispersing a type of budgetary motivator to an agent

3.08 Recruitment and Selection Process of South East Bank Limited:-

© Daffodil International University Page 11 of 36

experiencedand qualified individuals go after theposition.

Objectives of Recruitment Policy:

According to Mamariarai (1998), there should be segments in a tolerableenlistment approach:

a. Association's destinations (Short and Long term)

b. Recognizable proofof the enrollment needs

c. Favored sources off enrollment

d. Criteria of choice and inclinations

e. The expense of enrollmentand its monetary ramifications of the equivalent

Enlistment can be separatedinto 2 sorts,

© Daffodil International University Page 12 of 36

Promotions Educational institutes