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Internship Report
On
Human resource Management Activities
of
Southeast Bank Limited
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Letter of Transmittal
June 16, 2011
To
Mohammed Masum Billah
Assistant Professor
Department of Business Administration
Subject: Submission of Internships Report
Sir,
I have the great pleasure to submit the Internship report on Human Resource
Management Activities of Agargaon Branch of Southeast Bank Limited. The study

has been conducted for the period of three months commence from 01 January to 01
April 2011 at Agargaon Branch of Southeast Bank Limited.
Being as a student of Bachelor of Business Administration (BBA) major in Human
Resource Management (HRM), it was part of my study to attend in the Internship
course and preparing a thesis paper under your supervision and guidance.
During the course of internship, I have achieved a very practical experience in
implication and application of Human Resource Activities in SEBL and which,
was an opportunity for me to have pragmatic comparison with the theoretical study
and implication in reality. I have tried to note down the significant findings with
recommendation.
I would, once again like to thank you in advance for your kind attention in
scrutinizing the study report and shaping it for a finalization.
Sincerely yours,
.....................
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Acknowledgement
This Internship Report on Human Resource Management Activities of Southeast
Bank Limited, Agargaon Branch has been prepared on the basis of three months
successfully completed Internship Program in Southeast Bank Ltd., Agargaon Branch,

Dhaka, with the help of large group of Bank Officials.


At first, I would like to thank Almighty Allah for giving me the ability to complete
this report. Then, I would like to take the opportunity to express my profound
gratitude to my respected supervisor Mr. Mohammed Masum Billah Assistant
Professor Department of Business Administration, Northern University Bangladesh,
for giving me the required guidance and help me to prepare the report successfully.
I am grateful to Mr. Md. Zakir Hossain, the Vice-President and Head of Branch of
Southeast Bank Ltd., Agargaon Branch, Dhaka for providing me all sorts of facilities
requested from time to time.
I express my deepest gratitude to Md.Nazmul Haque, Assistant Vice-President /
Manager Operation of Agargaon Branch, Southeast Bank Limited. Without his cooperation I could not have come along this far and prepared this report.
Lastly, I am also grateful to all the employees of Southeast Bank Ltd. of Agargaon
Branch as they helped me out in explaining the work practice and accompanied me
through my internship period.
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Table of Contents
INTRODUCTION: 2
PURPOSE OF THE REPORT: 3
SCOPE OF THE REPORT: 4

METHODOLOGY OF THE REPORT: 5


A. COLLECTION OF DATA 5
JUSTIFICATION OF THE REPORT: 6
LIMITATIONS OF THE REPORT: 7
PROFILE OF THE BANK: 3
DIVISION-WISE-BRANCHES: 3
PRODUCT AND SERVICES: 4
HISTORY AND BACKGROUND: 4
STRUCTURAL MANAGEMENT OF SOUTH EAST BANK LTD. 6
ABOUT SOUTHEAST BANK LIMITED , AGARGAON BRANCH: 7
BRANCH ORGAN GRAM: 8
CORPORATE MISSION: 9
CORPORATE VISION: 9
OBJECTS OF THE BANK: 9
CORPORATE SLOGAN: 10
VALUES OF THE BANK: 10
STRATEGIES: 10
EXECUTIVE COMMITTEE: 11
AUDIT COMMITTEE: 11
INTERNSHIP POSITION, DUTIES AND LEARNING POINTS: 13
THE INTERNSHIP PROGRAM: 13
INTERNSHIP DUTIES: 13

ACCOUNT OPENING SECTION: 13


FDR SECTION: 14
ACCOUNTS SECTION: 14
LEARNING POINTS 15
HR PRACTICES OF SOUTH EAST BANK LTD OF AGARGAON BRANCH.: 17
JOB DESCRIPTION: 17
BACKGROUND OF THE PERSONNEL OF THE AGARGAON BRCNCH OF
SOUTH EAST
BANK LTD. 24
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PAY, ALLOWANCE, GRADES & OTHER FINANCIAL BENEFITS:
THE TABLE SHOWS THE PAY AND ALLOWANCE OF THE PERSONNEL OF
AGARGAON
BRANCH.
PROMOTION/ CADRE CHANGE POLICY:
LEAVE RULES:
GRANT IF LEAVE:
ABSENTING FROM DUTY WITHOUT LEAVE:
RESUMPTION OF DUTIES:
REPORT ON RETURN FROM LEAVE:

CERTIFICATE OF FITNESS:
TYPES OF LEAVE:
CASUAL LEAVE:
PRIVILEGE LEAVE:
SICK LEAVE:
MATERNITY LEAVE:
RECRUITMENT POLICY:
PREAMBLE:
RECRUITMENT PRINCIPLE:
REQUIREMENT FOR RECRUITMENT:
GENERAL FLOW CHART OF SELECTION PROCESS:
MARK DISTRIBUTION:
POINTS FOR ACADEMIC RECORD:
WRITTEN TEST (IN CASE OF FRESH RECRUITS):
INTERVIEW PERFORMANCE:
GENERAL RULES FOR RECRUITMENT:
FINDINGS:
CONCLUSION:
RECOMMENDATIONS:
REFERENCES:
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Executive Summary
The banking system plays a critical role in underpinning economic development of
any country. On that view Southeast Bank Limited, Agargaon Branch was opened on
December 29, 2002. Now they are one of the leading banks in Bangladesh. Actually
the bank gets a good position in the market for their diversified services. Employees
are the most valuable assets in the origination. Human Resource Department is
responsible for the people dimension of the organization. The basic objective of
this study should be analyzing the Human Resource Activities in Southeast Bank
Limited.
All kinds of commercial banking services are provided by the Bank to the customers
following the principals of Islamic Sariah, the provision of the Bank Act 1991
and Bangladesh Banks directives. Apart from the corporate culture, working
environment, employee relationship and overall the mission and vision of the Bank
demonstrates a highly conductive and praiseworthy.
Of course, there traced few limitations and shortcomings. With the increasing flow of
customers the Bank needs to increase the number of service provider in the particular
branch to gain a best customer satisfaction.
In brief I can say that the SEBL develops diversified Human Resource Activities and
very short they have got good response from their customers. They actually have
achieved tremendous success in the last few years. It has come forwarded with an
ideology accompanied with modern and innovative banking services to attract new

customers in the competitive market place.


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Chapter One:
(INTRODUCTION)

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Introduction:
The Internship program bears a significant for BBA students that are an opportunity
for them to achieve practical experience in different field of business and commerce
though learn by doing. Students under this program have the change to be familiar
with the business world with challenging enterprising dimension. Internship is one
of the beast ways to acclimatize the students with reality and the estimation e.g.
comparison the theoretical learning and the reality expression.
Being a student of regular BBA of Northern University Bangladesh I was authorized
to do internship under any Commercial Bank on the issue of Human Resource
Management. I have chosen the South East Bank Ltd. with the help of relevant
authority of Northern University Bangladesh. A complete duration of three month
internship conducted under the Agargaon Branch of South East Bank Ltd, Dhaka
Starting from 02/04/2011.

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Purpose of the Report:
I have been introducing with different work sections and departments of the Branch
from the very beginning of my internship. My objective was to achieve acquaintance,
observance, understanding and doing by learning. Since, my area of internship study
was Human Resource Management. I have tried to get idea, observe and understand
the management aspect of Human Resource of the branch. Some times, I tried to
interrogate Bank personnel to clarify myself on overall aspect my study with the bank
was determined with some particular objectives which have been briefly note below:
a) To achieve the particular knowledge, understanding, and obtaining experience
on the operational aspects of the Bank and HRM as well.
b) To get the knowledge on the procedural aspects of general banking and
relevant operation.
c) To get the ideas about the human resource planning, process of recruitment,
selection, training and development other compensation and benefit and
facilities etc of the Bank.
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Scope of the Report:


I think have done my internship study with Agargaon Branch of South East Bank
Ltd. as a rare opportunity to enrich my learning. From the very beginning all the
personnel of the Bank extended me their sincere assistance and cooperation. I had to
ask question and clarification from personnel of different level of the Bank who, have
subsequently helped me to understand.
Though it is the first time in the bank as an internee I never felt very uncomfortable
with process of working environment of the bank.
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Methodology of the Report:
This report has been prepared on the basis of experience gathered during the period of
internship. In order to make the study more meaningful and presentable; two sources
of data are used:
a. Collection of Data
This report is report on the basis of primary and secondary data and most of the data
has been collected from the secondary sources.
Primary sources of information:
Face to face conversation with the officers of the Branch of the Bank.
Face to face conversation with the clients of the bank.

Interviewing branch manager


Observation method also used to collect data.
Secondary sources of information:
Branch records
Service Rule of Suotheast Bank Limited.
Website of the bank.
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Justification of the Report:
The justification or rational of the study can be elaborated such as, developing a
simple guideline for the interested people in commercial banking operation. It can be
useful to the banker and the investor who might be interesting and useful in general
banking, process and procedure.
Different researcher, resource person in banking sector can also use to undertake
research activities, using the training and workshop of banking operation.
In specifically the study focused as follows:
a) To identify the effectiveness operation aspects of South East Bank Limited.
b) To identify the process, procedure and other indicators of facilities in
comparison with other banks.
c) To analysis and observation of the Human Resource Management process

implementation.
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Limitations of the Report:
This report is an overall view of Organizational Structure, foreign exchange business
procedure and its contribution to profitability of SEBL and financial analysis. But
there are some limitations for preparing this report.
Firstly, this bank is moderately new so they do not have enough data, thats why I did
not make vast compare this bank with other banks.
Secondly, when I was doing my internship, the bank was conversion others bank.
Thats why I could not get all required data. With all of these limitations, I tried my
best to make this report as best as possible. So readers are requested to consider these
limitations while reading and justifying any part of my study.
Some restraint at the time of preparing the report are appended below
The insufficiency of information is main constraint of the study. Moreover
employees are not interested to provide all information due to security and
other corporate obligation.
The employees and clients are busy to provide me time for interview.
Inexperience and time limitation were the constraints of the study.
Lack of knowledge about HRD system.

It is too much difficult to comment & suggest based on only the annual report
and information supplied by the organization.
Dont give the data from their source document.
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Chapter Two:
(ORGANIZATIONAL PROFILE)
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Profile of the bank:
Southeast Bank Limited was established in 1995 with a dream and a vision to become
a pioneer banking institution of the country and contribute significantly to the growth
of the national economy. The Bank was established by leading business personalities
and eminent industrialists of the country with stakes in various segments of the
national economy. The incumbent Chairman of the Bank is Mr. Alamgir Kabir, FCA,
a professional Chartered Accountant. Mr. M. A. Kashem a member of the Board and
Mr. Yussuf Abdullah Harun were past Presidents of the Federation of Bangladesh
Chamber of Commerce and Industries (FBCCI)
Southeast Bank is run by a team of efficient professionals. They create and generate

an environment of trust and discipline that encourages and motivates everyone in


the Bank to work together for achieving the objectives of the Bank. The culture of
maintaining congenial work - environment in the Bank has further enabled the staff
to benchmark themselves better against management expectations. A commitment to
quality and excellence in service is the hallmark of their identity.
Division-wise-Branches:
Southeast Bank Limited has 64 branches in the country. Divisional distribution are
given below:
Division Branches
Dhaka 31
Chittagong 17
Rajshahi 4
Sylhet 8
Khulna 1
Barishal 1
Rangpur 2
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Product and Services:
Since commencement of banking operation, Southeast Bank Limited has not yet only

gained enormous popularity but also been successful in mobilizing deposit and loan
products.
The bank has made significant progress within a very short time period due to its
dynamic management and introduction of various consumer-friendly loan and deposit
products. Those are given below:
SME Banking
Monthly Benefit Deposit
Fixed Deposit
Saving Deposit
SND (Short Notice Deposit)
CCS (Consumers Credit Scheme)
Loan against Shares and Securities.
House Building Finance Scheme
Import Financing
Export Financing
Industrial Financing
ATM Services
SWIFT Service
Remittance Business
Locker Service
History and Background:
South East Bank Limited is a schedule commercial bank in the private sector

established under the ambit of bank company Act 1991 and incorporated as a public
limited company under company Act 1994 on March 12, 1995. The bank started
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commercial banking operations on May25, 1995. During this short span of time
the bank has succeeded in positioning itself as a progressive and dynamic financial
institution in the country. The bank has been widely acclaimed by the business
community from small entrepreneurs to large traders and industrial conglomerates,
including the top rated corporate borrowers for its forward-looking business out look
and innovative financial solutions. Thus within this very short period of time it has
been able to create an image and earn significant reputation in the country banking
sectors as a bank with vision.
South East Bank Limited has been licensed by the Government of Bangladesh as
a scheduled commercial bank in the private sector in pursuance of the policy of
liberalization of banking and financial services and facilities in Bangladesh. In
view of the above , the bank, within a period of 16 years of its operations, achieved
remarkable success fully meeting capital adequacy requirement of Bangladesh Bank.
As evident from the financial statements for the last 12 years, it has been growing
rapidly as one of the leaders of the new generation banks in the private sectors in
terms of business and profitability.

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Structural Management of South East Bank Ltd.
Chairmen

Board of directors

President and Managing Director (MD)

Deputy Managing Director (DMD)

Senior Executive Vice President

Executive Vice President

Senior Vice President

Vice President

Senior Assistant Vice President


Assistant Vice President

Senior Principal Officer

Principal Officer

Executive Officer

Senior Officer

Officer

Junior Officer

Assistant Officer
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About Southeast Bank Limited , Agargaon Branch:
Agaegaon Branch opened on. 29 December 2002. The location of the branch is

Plot# E-4/B (1st


Floor), Agargaron Administrative Area, Shere-e-Bangla Nagar, P.S.
Mohammedpur, Dhaka. The work load in this branch is always in high volume. The
total manpower of the branch is 22. There are One Manager, One Manager Operation,
Two Executive Officer, Two Senior Officer, One Probationary Officer, Two Officer,
Five Junior Officer, Two Tainee Cash Officer, Two Messenger, Three Guard, One
Tea Boy.
Mr. Md. Zakir Hossain is present manager of the branch. The function of the branch
mainly divided into two wings. General Banking operation and Investment operation.
General Banking operation done by various section such as Chase section, Bill and
Remittance section, Clearing and Collection section, Account Opening section, Credit
section, Fringe Exchange Transaction and Sundry section. The branch can open L/C.
The branch provides on-line banking, ATM-cash service. Transaction hour is guarded
by armed security guards.
The branch strives for a customer-oriented banking culture, with prudent, lending and
attractive deposit schemes.
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Branch Organ Gram:
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Corporate mission:
High quality financial services with state of the art technology
Fast customer service
Sustainable growth strategy
Follow ethical standards in business
Steady return on shareholders equity
Innovative banking at a competitive price
Attract and retain quality human resource
Commitment to Corporate Social Responsibility
Corporate Vision:
To be a premier banking institution in Bangladesh and contribute significantly to the
national economy.
Objects of the Bank:
To establish relationship banking and improve service quality through
development of Strategic Marketing Plans.
To remain one of the best banks in Bangladesh in terms of profitability and
quality.
To introduce fully automated systems through integration of information
technology.

To ensure an adequate rate of return on investment.


To maintain adequate liquidity to meet maturing obligations and
commitments.
To maintain a healthy growth of business with desire image.
To maintain adequate control systems and transparency in procedures.
To develop and retain a quality work-force through an effective Human
Resources Management System.
To ensure optimum utilization of all available resources.
To pursue an effective system of management by ensuring compliance to
ethical norms, transparency, and accountability at all levels.
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Corporate Slogan:
Bank with a Vision.
Values of the Bank:
To have a strong customer focus and to build relationship based on integrity,
superior service and mutual benefit.
To work as a Team to serve the best interests of the organization.
To work for continuous business improvement.
To value and respect people and make decisions based on merit.

To provide recognition and reward on performance.


Strategies:
To manage and operate the Bank in the most efficient manner to enhance
financial performance and to control cost of fund.
To strive for customer satisfaction through quality control and delivery of
timely services.
To identify customers credit and other banking needs and monitor their
perceptions towards our performance in meeting those requirements.
To review and update policies, procedures and practices to enhance the ability
to extend better service to customers.
To train and develop all employees and provide them adequate resources so
that customers need can be reasonably addressed.
To promote organizational effectiveness by openly communicating company
plan, policies, practice and procedures to employee in a timely fashion.
To cultivate a working environment that factors positive motivation for
improved performance.
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Executive Committee:
All routine matters beyond the delegated power of the Management are decided upon

by or routed through the Executive Committee, subject to ratification by the Board of


Director.
Name Designation
Mr. Alamgir Kabir (FCA) Chairman
Mr. Mahabubul Alam Managing Director
Mr. Ragib Ali Member
Mr. M. A. Kashem Member
Mr. Azim Uddin Ahmed Member
Dr. Zaidi Sattar Member
Mr. A.H. M. Moazzem Hossain Member
Audit Committee:
In line with the guidelines of Bangladesh Bank, 3 (three) members Audit Committee
of the Board of Directors has been formed to assist the Board to Audit and Internal
Control system of the Bank.
Name Designation
Mr. Azim Uddin Ahmed Chairman
Dr. Zaidi Sattar Member
Mr. M. A. Kashem Member
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Chapter Three:
(Internship Position Duties Learning)

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Internship position, Duties and Learning points:
The Internship Program:
I have completed my internship program in Southeast Bank Limited. I was placed in
Agargaon Branch. I joined my internship on January 1, 2011. During my internship
period I had not any specific organization position. So I was got a chance to do work
many desk of the Branch. Therefore I had lots of experience. I got the opportunity to
work as an internee of the Bank in the General Banking Department.
Internship duties:
Basically I worked in account opening section of Southeast Bank Limited in
Agargaon Branch But during my internship period I got a opportunity to do several
tasks in varies department like FDR section, Accounts Sections, Foreign Exchange
and Clearing section. I would like to discuss my internship duties on the basis of these
departments.
Account Opening Section:
Account opening was one of the my tasks. The major duties of Account Opening
department are to open various kind accounts and keep record of that accounts. In this
department I gather lots of practice knowledge and this are-

How to open various kinds of account?


What are the prerequisites to open an account?
The amount require for different types of account.
How to keep record of various accounts?
Verifying the account opening form
Verifying other document regarding account opening
Verifying the customer signature
Issuing check and cash books.
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FDR Section:
In FDR section I worked for a very few time. In this section I provided the
information regarding the FDR. I helped the clients to fill the FDR form. Then I
checked the documents that required. When the offers completed his posting I took
the papers to the manager sir for his approval. At the end of the day I put entry of the
FDR forms in an entry book according to the FDR numbers, names, opening date and
matured date. After that I filed up all the forms.
Accounts Section:
This is a very much crucial department for each branch of a commercial bank.
Records of all the transactions of every department are kept here as well as with other

respective branches. Accounts section verifies all financial amounts and contents of
transaction. If any discrepancy arises regarding any transaction this department report
to the concern department.
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Learning Points
1. In account opening section I have also learned about the interest of different
types of account.
2. There are lots of DPS in the bank. I have learned about the requirement to
open a DPS. I also know which DPS provides how much interest.
3. I have learned about clearing section. In the clearing section, I have received
the cheque also learned about the things that should be written in the cheque
and the deposit receipt.
4. I have a clear idea about recruitment process.
5. I have an idea about leave policy.
6. I have a clear idea about maternity policy.
7. I have some idea about foreign exchange activities.
8. I have clear idea about accounts section of the bank.
9. I have idea about different promotional of the bank.
10. I have idea about pay and allowance policy of the bank.

11. I have idea about salary structure of the bank.


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Chapter Four:
(HRM Activities)

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HR Practices of South East Bank Ltd of Agargaon Branch.:
Job description:
Manager/ Branch incumbent:
1) To be responsible for smooth conduct, control, administration and supervision
if the whole affairs of the Branch.
2) To ensure proper security measure of the desired working efficiency at the
Branch.
3) To keep constant watch on the desk works of the officers and staff of the
branch and also to ensure equitable distribution of works among them.
4) To be responsible for exercising the administrative, financial and business
discretionary power in conduct of the affairs of the branch as delegated by
Head office.
5) To ensure maintenance of proper books of Accounts, Ledgers and Registers,

Computer Sheets, Security, Keys and test Keys of the branch including their
periodical balancing and checking there of.
6) To ensure rectification/regulation of any audit/inspection irregular/ lapses
guarding against recurrence of similar lapses.
7) To attend the reported problems and complaints from any corner and take
appropriate step as considered necessary to dispose of such cases and appraise
Head Office.
8) To responsible for achievement of business targets fixed by Head Office.
9) To attend Branch Managers Conference when arranged by Head Office.
10)To keep conduct with the investment clients and ensure timely recovery of the
investments.
11)To proper annual confidential report of all the employees under his control
impartially and exactly.
12)To arrange job rotation of the employees for enabling them to get oriented in
all areas of operations of the branch.
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Manager Operation:
1) He will act as second officer and joint custodian of the branch and
overall in charge of the branch. He will also perform the duties and

responsibilities as noted here under:


2) He will sign all the debit vouchers of investment and Forigne
Exchange Department.
3) Proposal of investment and Forigne Exchange Department will be
rotated through him.
4) Public relation and personalized customer service.
5) He will hold safe Keys all duplicate Keys, including main gate and
Key register, to hold Keys of volt and Iron safe and security papers
Almirah.
6) Ensuring safe custody of all ledgers, related with general banking
department etc.
7) To check of general of general Ledger, Income, and Expenditure
ledger, Transfer.
8) He will cancel/ sign/counter sign of all cheques above Tk 50000 to
Tk 100000.
9) Transfer cheque/ voucher up to Tk 200000 jointly with any other
authorized officer.
10) He will ensure remittance of excess cash or bring cash as and when
required to and from.
11) He will be the supervising officer of the daily voucher and will sign
in the voucher register after register being written.
12) Supervision of leave record register.

13) Ensure close supervision for DD. paid without advice A/C, Sundry
Deposit A/C.
14) Suspense A/C, Pay Order payable A/C, Demand Draft payable A/C,
such to keep the outstanding balance reduced in the A/C.
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15) To hand over a chack list of the assigned job to the relieving officer/
staff in case of granting level.
16) To take care of any missing circular and as soon as it is noticed,
special arrangement to be made to collect the same from Head
Office.
17) To ensure documentation formalities before any disbursement.
18) Ensure safe custody of all documents related to investment and
ensure that the same have been entered in the documents registered.
19) To communicated any transfer to the concerned official prepare all
the relevant papers/ orders and arrange to brief the incoming officer
about his job assignment.
20) To ensure the compliance of annual closing.
21) To ensure all kind of account opening smoothly including ledger
posting and balancing. Delivery of statement to the deserving

clients etc.
Senior Officer Remittance:
a) To hold the branch mobile by his own responsibilities at the office hour and to
receive and dispatch of TT`s by telephone/ telex/courien or specia/ messenger
daily without fail.
b) To hold the maintenance the test Keys apparatus for TT, DD, advice etc.
incase of absence engaged in other important activities like physical inspection
of establishment of collateral of investment clients and correspondence
workers of officers.
c) Payment and maintenance of TT payable register and issue reminder against
outstanding TT which confirmatory not yet received.
d) Writing of voucher of TT incoming and counter signing there against.
e) Counter signing of cheques/ voucher/ DD/ PO advice of IBCA, IBDA etc.
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f) Writing of DD and balancing of DD issue register and daily balance posting to
be written at the back side of the last DD issued counter foil.
g) Submission of monthly Fraud, Forgery statement to Head Office.
h) Writing of day book of respective vouchers as mentioned and to help clean
cash workers.

i) Any other works assigned to him by the management from time to time.
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Officer Account Opening:
The duties and responsibilities to be performed by you meticulously are enumerated
below:
a) To open all of new Accounts that is Savings Account, Current Account,
Short Note Deposits, Forign Account.
b) Maintenance of Know Your Customer from for various Accounts.
c) Confirming issuance of Cheque of new account holder who did not received
letter of thanks.
d) Preservation of all kinds of deposits slips and provides the same to the clients
with confirming branch affixed seal and showing the writing procedures to
the new clients.
e) Any other works assigned to him by the management from time to time.
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Officer Clearing:
The duties and responsibilities to be performed by you meticulously are enumerated

below:
a) Maintenance/ Preparation of clearing/Transfer delivery (In ward and Outward)
and bills/ remittance etc.
b) Receipt of Cheques, Drafts, and others documents for collection and
maintenance of regiater.
c) To keep the clients informed about any return/disorder of the cheque(s),
Instrument(s), as soon as it learnt over the phone/ issuing letter.
d) To put marking of the register soon as the cheaque/ instrument is returned and
keeping the instrument properly.
e) Serving the customers with regared to OBC/ IBC in that.
f) Collection, payment and records of OBC/IBC.
g) To maintain register to ecord receipt cheque, bolls etc. deposits for credit to
clients accounts regarding OBC/IBC.
h) To keep the clients informed about any return/ dishonor of cheque(s),
Instrument(s), as soon as it is learnt.
i) To put marking of the register a soon as the cheque/ Instrument is returned and
keeping the instrument properly.
j) To take special care of the receiving proceeds over their IBC number and our
OBC number.
k) Keeping the branch incumbent informed constantly of any development of
abnormality relation to day to day banking affairs.
l) Writing of day Book of respective vouchers as mentioned and to help clean

cash works.
m) Any other works assigned to him by the management from time to time.
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Messenger:
All message oriented works more over the following works shall be done by him.
a) Stoking of cheques/voucher properly every day.
b) Stitching of Taka in the cash section and when requires.
c) Move to one branch to another branch when require.
d) Miscellaneous works.
Security Guard:
Maintenance of full security for men and money in the office. Moreover the following
works shall be done by him.
a) Carrying of money from and to the branch
b) Full watch and ward duty round the clock
c) Miscellaneous works.
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Background of the personnel of the Agargaon brcnch of South East Bank Ltd.

SI
NO
Name &
designation
Educational
Qualification
Experience No of Training &
Duration
1. Mr. Md.Zakir
Hossain
(vice President &
HOB)
MBA 14 Years 1.Foundation training two
months
2. Investment Management
three days.
3. Managerial function ten
days.
4. Investment Risk
Management eight days.
5. Project Appraisal
&Financing fifteen days.

6. Foreign Remittance thee


days.
7. Schedule Bank statement
three days.
8. IT training three days.
9. Money Laundering two
days.
2. Mr. Md. Nazmul
Haque
(AVP& Manager
Operation)
MBA 14 1. Foundation training
2 months.
2. Investment Risk
Grading five days
3. Human Resource
Management 3 days.
4. Foreign Exchange
Management three
days.
5. Development
&Marketing three

days.
6. Money Laundering
two days.
7. Banking Law &
Practices seven
days.
3. Mr. Aminul
Islam
(Executive
Officer)
M.A. 13 Years 1. Foundation training two
months.
2. Investment Risk Grading
five days.
3. Human Resource
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Management three days.
4. Foreign Exchange
Management three days.

5. Development &
Marketing three days.
6. Money Laundering two
days.
7. Banking Laws and
Practices seven days.
4. Ms. Farjana
Parveen.
(Executive
Officer)
M.A. 13 Years 1. Foundation training two
months.
2. Investment Risk Grading
five days.
3. Human Resource
Management three days.
4. Foreign Exchange
Management three days.
5. Development &
Marketing three days.
6. Money Laundering two
days.

7. Banking Laws and


Practices seven days.
5. Mr. Abdul Kader.
(Senior Officer)
MBA 4 years 1. Foundation training two
months.
2. Investment Risk Grading
5 days.
3. Development &
Marketing three days.
4. Money Laundering two
days.
5. Banking Laws &
Practices seven days.
6. Ms. Kulsuma
Begum.
(Seniour Officer)
MBA 8 years 1. Foundation Training two
months.
2. Investment Risk Grading
five days.
3. Money Laundering two

days.
4. Computer training 15
days.
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7. Mr. Mohammad
Saaif-Al-Islam.
(Probitionary
Officer)
BBA 2 Years 1. Foundation training two
months.
2. Rules & Regulation 15
days.
3. Banking Laws &
Practices 6 days.
4. Money Laundering two
days.
5. Computer training 15
days.
8. Mr. Md. Ahmed

zunaid.
(Officer)
M.A. 10 Years 1. Foundation
training two months.
2. Investment Risk Grading
five days.
3. Human Resource
Management three days.
4. Money Laundering three
days.
5. Banking Laws &
Practices seven days.
6. Computer training 15
days.
9. Mr. Md. Jalalul
Bari
(Officer)
M.A. 8 years 1. Foundation training two
months.
2. Human Resource
Management three days.
3. Money Laundering three

days.
4. Banking Laws &
Practices seven days.
5. Computer training 15
days.
10. Ms. Songita
Basak.
(Junior Officer)
M.A. 3 years 1. Foundation training two
months.
2. Rules & Regulation 15
days.
3. Money Laundering two
days.
4. Computer training
fifteen days.
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11. Sultana Begum
(Junior Officer)

M.A. 8 Years 1. Foundation training two


months.
2. Investment Risk Grading
fine days.
3. Money Laundering two
days.
4. Computer training fifteen
days.
12. Sultana Akter
(Junior Officer)
M.A. 8 Years 1. Foundation training two
months
2. Investment Risk Grading
five days.
3. Money Laundering two
days.
4. Computer training fifteen
days.
13. Ms. Dilara
Zaman (Tainee
Officer)
M.A. 2 Years 1. Foundation training two

months.
2. Money Laundering two
days.
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Pay, Allowance, Grades & other Financial benefits:
The scale of pay, allowances, other financial benefits and grades shall be decided by
the Board from time to time. The Board may incorporate new grades, designations(s),
scales of pay, allowances and other financial benefits as its discretion as and when
necessary.
Increment:
Southeast Bank Limited is a service industry. Its operations are regulated on the
guiding principle of professionalism and result orientation. Its human resource is the
main engine for the operational success of the Bank.
The quality of the people working in an organization is not same. Their character,
capacity, level of performance, intelligence, output and commitment are not equal and
identical. Obviously, the performance of the people working in the Bank is needed
to be periodically evaluated and quantified. In the process, the fittest will survive and
come up in the management hierarchy while the non performers will fall behind in
race or may ultimately be eliminated in the natural process.

Banks Annual Increment and efficiency Assessment Policy is an instrument not only
to identify and reward good performers but also to take reformative actions against
non-performers and those who resort to go-slow. For the purpose, the following rules
are enjoined:
01) The salary structure of the Bank for the employees provide for annual
increment. The annul increment to a confirmed employee shall accrue on
the basis of his/her performance as on the 31th day of December every
year, unless stopped as a measure of penalty, provided that an employee
has completed minimum 180 days confirmed service in the bank. This
condition may be relaxed by the managing Director for maximum 15 days.
Annual increment shall not, however, be claimed as a matter of right. The
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Page 41 of 60
annul increments shall be sanctioned with effect from 1th July of the
year. The management may on special consideration, allow more than
one increment to a deserving employee basing on his performance upon
approval of the Board.
02) Employees on probation shall not be entitled to annual increment.
03) In case of promotion of an employee effective from first January i. e. if
increment is due on the date of promotion then an employee will first get

his normal annual increment in the existing scale and thereafter his/her new
basic pay in the grade and scale he/she has been promoted will be fixed at
the nearest higher slab if there is no exact slab for the amount.
04) Employees who slow marked weakness in the performance Appraisal shall
be cautioned for improvement of performance. In case of no improvement,
appropriate, administrative action shall be taken.
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The table shows the pay and Allowance of the Personnel of Agargaon Branch.
SI
NO Designation
Basic Pay
House
Rent
House
Rent Convey Medical Total
1 VP & HBO 42500 21250@50
% of Basic
2500 5000 71250
2 AVP & MO 32500 16250@50

% of Basic
2500 5000 56250
3 Executive
Officer
21500 10750@50
% of Basic
2000 3500 37750
4 Senior Officer 19500 9750@50
% of
2000 3500 34750
5 Junior Officer 13500 6750@50
% of Basic
1500 3000 24750
6 Tainee Officer 9000 4500@50
% of Basic
1000 2500 17000
7 Messenger 5700 2850@50
% of Basic
680 695 9925
8 Tea Boy 4800 2400@50
% of Basic
650 650 8500

9 Guard 3650 1825@50


% of Basic
675 580 6730
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Promotion/ Cadre Change Policy:
1. Promotion may be considered for the highly deserving employees having
satisfactory performance and service record.
2. Promotion is not a matter of right. It has to be earned by merit and
performance.
3. Employees having adverse ratings in performance appraisal form/ACR or
under disciplinary action may not be considered for promotion / cadre change.
4. Promotion/ change of cadre usually may take place once in a year to be
effective from 1st January of each year.
5. Promotion may take place subject to availability of sanctioned post in the
higher grades.
6. Individuals may be promoted on the basis of following consideration:
a. The eligible employees will be evaluated on the basis of standard
performance Appraisal Form.
b. Individuals evaluated as outstanding or very Good may only be

considered for promotion.


7. For consideration of promotion minimum qualification require is Graduation.
8. Bank may consider accelerated Promotion / cadre change of any employee
irrespective of fulfillment of promotion / cadre change criteria but having
outstanding performance / service records and making significant contribution
to the causes of the Bank.
9. Individuals evaluated as outstanding but could not be considered for
promotion / cadre change because of non-fulfillment of promotion / cadre
change policy / criteria may be allowed one or more than one performance
increment provided the employee fulfills the criteria for annul increment
(normal increment) in a particular financial year.
10. Initial Pay
a) Initial pay on promotion:
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Page 44 of 60
The initial of an employee promoted to a higher post shall be fixed at
the minimum of the scale of the higher post: Provided that if his pay in
the lower post is equal to or higher than the minimum in the scale of the
higher post to which he is promoted, his pay in the higher post shall be
fixed at a next stage above his pay in the lower post.

b) Initial pay on cadre Change:


The initial pay of an employee Cadre Change to a particular post shall be
fixed at the minimum of the scale of the new post: Provided that if his pay
in the present post is equal to or higher than the minimum in the scale of
the new post to which he is Cadre Changed, his pay in the new post shall
be fixed at a next stage above his pay in the existing post.
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Leave Rules:
Leave application: All applications for leave shall be addressed to the Head of branch
/ Relevant Department / Divisional Head which must contain his full address during
the period of leave applied for and in the case of leave on the ground of illness or
maternity leave must be supported by medical certificates indicating the period of
leave recommended.
Grant if Leave:
Leave cannot be claimed as a matter of right. When exigency of service so required
the competent authority may at its discretion decline leave of any kind also require
an employee to resume duties before expiry of the leave already sanctioned to him.
Casual leave will be approved by the Head of branch. All other forms of leave will
be sanctioned by the Head office. However, casual leave applications from Head of

branches as well as Operation Managers shall be approved by the Head office.


Absenting from Duty without Leave:
An employee shall not absent himself from duty or leave his place of posting on any
ground whatever without obtaining prior leave sanctioned by the competent authority.
An employee shall not also absent himself from duty on the ground of illness without
applying for leave and submitting a medical certificate in support thereof.
Resumption of Duties:
All employee shall resume duties on the expire of leave as initially granted or as
subsequently curtailed or extended. Over stay of leave without authority may warrant
for disciplinary action not excluding dismissal from service. An employee shall not
accept any employment or office of profit during leave period.
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Report on Return from Leave:
An employee on leave shall unless otherwise instructed report to his place of posting
at which he was stationed before proceeding on leave.
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Certificate of Fitness:

An employee who was granted leave on medical ground shall not return to duty
without first producing a certificate of fitness from an acceptable medical authority
provided that no such certificate shall be necessary if the leave was for 7 (seven) days
or less.
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Types of Leave:
Subject to fulfilling the necessary conditions the following types of leave may be
available to an employee:
1) Casual leave
2) Privilege leave
3) Sick leave
4) Maternity leave
Casual leave:
Casual leave means a leave of absence for a very short period granted to an employee
who may be unable to attend duty during such period due to certain illness or urgent
private affairs.
Casual leave for not more than 10 (ten) days in a calendar year may be granted to an
employee provided that:
a) Not more than 3 (three) days leave is taken at a time.

b) Casual leave can be combined with holidays either suffixed or prefixed but
not with both.
Any unutilized casual leave during a calendar year will not be carried forward to next
year.
Privilege Leave:
Every employee shall earn privilege leave on full pay after completion of one year
service @1/13th
of the period spent on duty i, e, 1 (one) day for every thirteen days of
duty and the leave shall be credited to his leave account on first day of joining and the
maximum that can be accumulated shall be 90 days.
Sick Leave:
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Page 49 of 60
An employee shall be entitled to sick leave on medical ground up to a maximum of 14
(fourteen) days in a calendar year with full pay. Maximum 28 (twenty eight) days sick
leave may be accumulated. Following issues relating to sick leave should be taken
into consideration while sanctioning such leave:
a) Such leave can be availed only on medical grounds and on production of
medical certificate from a registered and recognized medical practitioner
acceptable to the bank.

b) Sick leave shall be credited to the employees leave account on the first day of
each calendar year.
c) Sick leave may be taken in continuation of and in combination with holidays.
In case where any weekly holiday intervenes sick leave, the entire period
(including holidays) shall be treated as sick leave.
d) Sick leave may be taken in combination with any other leave excepting casual
leave.
Maternity Leave:
Maternity Leave to female employees may be granted for a period of 6 (six) weeks
at a time. Maternity leave shall be granted only thrice during the entire period of
services of a female employee with the bank. The interval between the first and
last maternity leave if the request for its grant be supported by medical certificates
acceptable to the bank.
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Recruitment Policy:
Preamble:
Human Resource Management is of paramount importance for Bank Management.
Banks physical resources, human resources and technology are to be combined into a
productive system to achieve organizational goals.

Human Resource Recruitment involves evolving an appropriate planning process to


move the bank from its particular human resource position to desired human resource
position and placement of right of people at the right place at the right time.
Recruitment Principle:
All appointment / recruitment in the bank will be made by direct recruitment as
per prescribed criteria or by promotion as per promotion policy approved and / or
amended / updated / by the competent authority from time to time.
Requirement for Recruitment:
No person shall be appointed in the service of the bank unless:
1) The applicant is a citizen of Bangladesh. Provided, however, that this may not
be applicable in case of recruits abroad or in case where relaxation has been
approved by the Board on consideration of special circumstances.
2) A qualified medical practitioner acceptable to the bank certifies that the
applicant is physically and mentally fit for service in the bank.
3) The applicant has not been dismissed / terminate from the service or his
service has been dispensed with for any specific reason with his / her former
employer for financial irregularity or act of dishonesty / fraud / forgery. Those
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Page 51 of 60
lateral entrants who have been dismissed / terminated from the service of their

former employers after submission of their registrations with the intent to join
Southeast Bank Limited shall, however, remain outside the purview of this
sub-rules.
4) The age limit of the applicant for fresh entry in the Bank should be within the
age bracket of 18-30 years. For lateral entry, the maximum age limit will be 50
years. It will not, however, be applicable in case of contractual employment.
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General Flow Chart of Selection process:
Advertisement / submission of CVs at HRD, Head Office

Sorting out of application

Preparation of preliminary list

Calling the selected applicants for the written test

Holding written test

Selection of eligible candidates for the Interview (VIVA-VOCE)


Calling the selected candidates for the Interview

Conducted Interview

Investigation of applicant details

Preparation of desirable candidates list

Final approval by the competent authority

Physical fitness for employment

Appointment and Placement


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Mark Distribution:
The making system to be followed by competent authority or selection committee is
as follows:
1) Education 12 marks

2) Interview Performance 20 marks


Total: 32 marks
Points for academic record:
The distribution of the educational achievement on the point basis is as
follows:
Examination
Division /
Class
SSC HSC Graduation
/ Honors
BBA Masters MBA/ MBM/
Higher
Professional
Degrees
(CA,ICMA)
1
st 3 3 3 3
(CGPA
3.00 or
above)
3 3 (CGPA 3.00
or above)

2
nd 2 2 2 2
(CGPA
2.75 or
above
but less
than
3.00)
2 2 (CGPA 2.75
or above but
less than 3.00)
3
rd 1 1 1 1
(CGPA
2.50 or
above
but less
than
2.75)
1 1 ( CGPA
2.50 or above
but less than

2.75)
Written test (In case of fresh recruits):
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Page 54 of 60
a) An external authority to be determinate by the bank shall hold written test
for recruitment of Management Trainee (MT) and Probationary Officer.
b) According to the Grading / marking policy, each fresh candidate has to sit
for a written test.
c) The subject matter to the test may be General Aptitude, General
Knowledge, Arithmetic, English, Bengali or as will be determinate be the
external Authority.
d) Code numbers may be used to ensure secrecy and to avoid undue
persuasion.
e) Qualification marks for viva-voce will be determinate by the Bank
Management.
f) The total marks, of the written test will be determinate by the external
authority.
Interview Performance:
The following marking system for interview shall be followed:
1) Dress, Physical Appearance, Personality, Confidence & Capability 5

2) Knowledge in Related Field/Subject 5


3) General Knowledge 5
4) Analytical Ability, Communication Skill & Potentiality 5
Total: 20
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General Rules for Recruitment:
1) A panel of successful candidates will be prepared in order of merit for
recruitment in the Bank and appointment letter will be issued from the panel
after the approval of the competent authority serially from the beginning
based on final evaluation on the basis of requirement of the bank.
2) A candied selected for appointment must be medically fit. Any physical or
mental disorder will result in cancellation of his recruitment/ appointment.
3) Each candied shall have to mention two well placed / respectable persons
as reference in his / her resume. The confidential opinion of the referees
about the character antecedent of the candidate shall be obtained. Besides the
management shall also try to gather information from other sources about the
character and past records of the candidate. If any adverse report is thereby
received, the appointment of the candidate, if done, shall be cancelled and he
/ she may be terminated without assigning any reason whatsoever.

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Findings:
The analysis of banking activities normally to as under:
Particulars Description
The working environment of the branch Employees are satisfied with the branch
environment of per group cohesiveness,
air condition room, separate desk, pc and
telephone facilities etc.
Salary structure The salary package of SEBL is not as
the market demand, so the turnover of
manpower is increasing day by day.
The branch work load Banking activities are average. The work
load is moderate.
The bank remuneration system SEBL is good package by occasionally.
Consumer behavior Consumer behavior is also good
quality. Every Sunday and Thursday
is so pressure from the coustomer but
employees are taking easily.
Computer facilities The number of computers and other

supporting facility is sufficient in Bank.


The bank promotion system Branch Employees are get promotion to
be following SEBL. Promotion policy
and they are satisfied.
The employees of the branch are co- operative
Every employee is maintaining good
relationship each to other.
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Chapter Five:
(Conclusion & Recommendations)
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Page 58 of 60
Conclusion:
Southeast Bank Limited. Achieved stable growth and continuous as one of
leading private sector Banks of the country. Since after its inception the Bank
is satisfactorily contributing to the growth of GDP of the country through
stimulation trade and commerce, acceleration the pace of industrialization,
boosting up export, creating employment opportunity for the unemployed youths,

poverty alleviation, raising standard of living of limited income group and overall
sustainable socioeconomic development of the country. From the evaluation
and analysis of the facts and information collected during the period of my
involvement as an internee, it is clear that, Southeast Bank Limited is performing
satisfactory over the last years and growing rapidly preserving a unique position
in the banking sector of the country. The profitability of the Bank is showing
increasing trend as a consequence of a dynamic investment management policy
and farsighted efficient direction. The Bank has all the possibility of becoming
maintain this trend of improvement and I think SEBL will be able to do so.
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Page 59 of 60
Recommendations:
The Bank should consider the issue of better customer service more
sincerely, and in this regard it may introduce various customer-oriented
services, should automated operation.
Every employee should have individual computer to work faster and give
better quality services to the customers.
The way of entrance of the branch is combined with other organization, for
that Bank needs a separate entrance.
In this branch for the investment clients to give them clear idea about

some formalities with the bank before sanctioning of investment facility


particularly to the new investment clients.
It is necessary to increase the working capacity of all bankers in this
Branch.
More training, professional development is required for more often.
Officers should be sent for training for betterment of service.
For the employees of the Branch they do not have any canteen. Canteen
facilities should be provided to the Branch.
Only higher salary package cannot satisfy a self-motivated and exposed
employee in high level. The employee wants recognition and reward for
their self-actualization. There are few reward and recognition options is
available in SEBL should be review for deals with employee turnover.
HR development activities as individual, career and organizational by the
HR department for enhancing the employees growth as well as achieve
organizational hierarchy.
The recruitment process of the bank is very lengthy and expensive. The
bank should select the employee by reducing the lengthy process.
One of the business strategies is promotion. Successful business depends
how they can promote their products of services to the customer. In
this connection to improve the business bank should introduce more
promotional programs.
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References:
Books:
1. Decenzo, David A and Robbins, Stephen P; Human Resource
Management, John Wiley & Sons, New York, 2002.
2. Deslarer, Gray, 2003, Human Resource Management-Ninth Edition, New
Delhi.
Internet:
http://www.southeastbank.com.bd date: 22/05/2011 time : 10.30am
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