Prime bank teaning development or hr development

1
Report
On
HR Department training Development of
Prime Bank
Prepared by:
Sadia sharmin
ID:12302009
Subject:ART204
Section:C
Prepared For:
Tanvir H Dawn
Faculty of CBA College of Business Administration
Submission date: 14th Nov, 2015

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Letter of transmittal
To
Tanvir H Dawn
Faculty, College of Business Administration
Subject: Letter of transmittal for improving quality and productivity.
Sir,
It delights that we presenting our group work on improving productivity and quality of Prime
Bank Ltd. It was given as task. We complete our task within the time.
I, face so many problems as such as computer virus, internet accesses problem in our university
lab. There are so many limitations although we can complete our task for this we group
members are so grateful to authority.
This is particular in nature. In case of any doubt we the people undersign on this presentation
remain stand by to clarify.
Thank you very much sir
Name:SadiaSharmin
, ID # 12302009
Sing---------

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Students Declaration
I am the student of college of business administration, International University of Business
Agriculture And Technology, Uttara, Dhaka 1230 declared that this was assigned to us so we try
to complete it within the time. We declared that it’s our own writing; we the groups of students
under signing are responsible for any kind fault in regard of this report.
Name:SadiaSharmin
, ID # 12302009

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Acknowledgement
As a student of university this is our 1st project work, when we are in progress of our project
work achieve different type of experience. We think it would be help full for next project as like
as in also our professional life. We all the member of our team very much great full to our
honorable course instructor Tanvir H Dawn for giving us a chance to do a project work.
I am also great full to the authority of our university for their co-operation in regard of our
project work.
Though the internship program has to be done individually in a sense of completion of the credit
hour but it is quite impossible to do alone without the sincere and outmost cooperation of some
individuals. It is a very great and unique pleasure to me that I have got a chance to thank some
individuals for their help and encouragement to make the internship successful.
At first, I must take this opportunity to thank Mr. Kamruzzaman Khairul Kabir, Head of Human
Resources Training and Development Centre of Prime Bank Limited, for giving me the
opportunity to complete my internship requirement in their organization.
I would like to express my respected appreciation to my faculty advisor Nusrat Hafiz, Lecturer,
MBA Program, BRAC Business School, BRAC University. Her constant guidance and advice
played the key role in making this report a success. She always gave me her suggestions that
were crucial in making this report as flawless as possible.
My heartiest gratitude to all the Employeesof Prime Bank HR Training and
Development Centre, Head Office Specially--
. 1. KamruzzamanKhairulKabir, Senior Vice President and Head of Prime Bank HRTDC
2. Shahnaz Akhter, SEO
3. EimanFergeion, SO.
4. Sharmin Jahan, Officer

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Table of content
Description Page
No
Preparatory Part
Outer Page
Title Page
Letter of Transmittal
Student declaration
Acknowledgement
Table of content
Executive Summary
i
ii
iii
iv
v
vi-vii
viii
Introductory Part (PART1) 2-5
1.1 Introduction
1.2 Objective
1.2.1 Broad Objective
1.2.2 Specific Objective
1.3 Methodology
1.3.1 primary data
1.3.2 secondary data
1.4 Sampling plan
1.5 Scope of the study
2
2
2
2
3
3
3
3
4

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1.6 Limitation of the report
1.7 Limitation of the study
4
5
Organizational over view (PART2) 7-23
2.1 Historical Back ground
2.2 Mission
2.3 Vision
2.4.Corporate Philosophy
2.5.Competitors Analysis
2.6.SWOT Analysis
2.7.Marketing of prime bank
2.8. Market Penetration
2.9.Market development
2.10.Marketing Mix Adopted by the Prime Bank
2.11.Financial Statement (2011-2012)
2.12.Corporate Milestones
2.13.Board Of Directors
7
7
7
8
9
9-11
11
12
12
12-17
18-20
21-22
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Prime Bank HR Training and Development Program(PART 3)
3.1.HR Vision
3.2.HR Principals
3.3.HR Message to the Ambitious
3.4.Functions and Activities of HR
3.4.1.Core functions of HR
3.4.2.There are sevenmain functions of HR
3.5.Role Of training
3.6.Methods used in Management Development
3.7.Training & development policies of Prime Bank Limited
3.8.Training policies of Prime Bank Limited are given below
3.9.Identifying Training Needs at PBL
3.10.Training methods of Prime Bank Ltd
3.11.Research on employee training need
3.12.Findings
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25
25
25
26-27
27
28
29
30
30
31-32
33
34-45
46
PART-4
Conclusion and Recommendations
Conclusion
Recommendations
References
48
49
50

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Executive summary
In the backdrop of economic liberalization and financial sector reforms, a group of highly
successful local entrepreneurs conceived an idea of floating a commercial bank with different
outlook. For them, it was competence, excellence and consistent delivery of reliable service with
superior value products. Accordingly, Prime Bank was created and commencement of business
started on 17th April 1995. The sponsors are reputed personalities in the field of trade and
commerce and their stake ranges from shipping to textile and finance to energy etc.
As a fully licensed commercial bank, Prime Bank is being managed by a highly professional and
dedicated team with long experience in banking. They constantly focus on understanding and
anticipating customer needs. As the banking scenario undergoes changes so is the bank and it
repositions itself in the changed market condition.
Prime Bank has already made significant progress within a very short period of its existence. The
bank has been graded as a top class bank in the country through internationally accepted
CAMELS rating. The bank has already occupied an enviable position among its competitors
after achieving success in all areas of business operation.
Prime Bank offers all kinds of Commercial Corporate and Personal Banking services covering
all segments of society within the framework of Banking Company Act and rules and regulations
laid down by our central bank. Diversification of products and services include Corporate
Banking, Retail Banking and Consumer Banking right from industry to agriculture, and real state
to software.
Prime Bank, since its beginning has attached more importance in technology integration. In order
to retain competitive edge, investment in technology is always a top agenda and under constant
focus. Keeping the network within a reasonable limit, our strategy is to serve the customers
through capacity building across multi-delivery channels. Our past performance gives an
indication of our strength. We are better placed and poised to take our customers through fast
changing times and enable them compete more effectively in the market they operate.

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1.1. Introduction
Prime Bank, since its beginning has attached more importance in technology integration. In order
to retain competitive edge, investment in technology is always a top agenda and under constant
focus. Keeping the network within a reasonable limit, our strategy is to serve the customers
through capacity building across multi-delivery channels. Our past performance gives an
indication of our strength. We are better placed and poised to take our customers through fast
changing times and enable them compete more effectively in the market they operate.
1.2 Objective of the Report
1.2.1.Broad Objectives:
The main objective of this report is to learn about Human Resources Management practices
and policies of Prime Bank and the study is to illustrate the “Development program of
Prime Bank Limited”.
1.2.2.Specific objectives are:
 To know Human Resources Planning practices of the bank.
 To learn about recruiting and selecting procedure of the bank.
 To identify training and development methods applied in the bank.
 To know performance management practices and compensation practices in the bank.
 To know about the training and development policy Primes of
 Bank Limited.
 To identify the process of need assessment of training development program of Prime
Bank Limited.
 To identify the methods followed by Prime Bank Limited for training &
development program.
 -To know the attitude of employees toward the training Program of
 Bank Limited.
 -To recommend suggestions for further development.

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1.3 Methodology
In order to conduct such a study the report follows some specific methods. The report is
descriptive in nature. Data were collected from both primary and secondary sources.
1.3.1.Primary data:-
It was collected through questionnaire which contains questions that were only close
ended. I have collected the Primary Data for my study by utilizing the quest and
interview methods.
1.3.2.Secondary data:-
❖ These data are collected from published sources s Magazines, several books, and also
from the help of w and other sources. Like: Prime Bank Limited
❖ Website: www(.prime bank.com.bd).
❖ Annual report of Prime Bank Limited year:( 2011-2012)
1.4.Sampling plan:-
Sampling plan is a definite plan for obtaining a sample for given population.
Population:
A group of individuals or items that process similar characteristics from which data can be
and analyzed is called population.
Sample unit:
The sample unit of the survey, employee and executives of Prime Bank Ltd.
Sampling procedure:
Non-probability convenience sampling method is used in the survey.
Sample size:
The sample size was 10 employees.
Md. Milon Miah SVP
Md Nasim Gani FAVP
Kazi Wohidul Hoque SEO

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1.5. Scope of the Study
This report has been prepared through extensive discussion with bank employees and with the
clients. Prospectus provided by the bank also helps to prepare the report. At the time of preparing
the report, I had a great opportunity to have an in depth knowledge of all the banking activities
practiced by the Prime Bank Limited.
1.6.Limitations of the report:-
Training and development program assessment requires depth theoretical knowledge about
the topic. The major limitations of this study. The other limitation are:
● Major limitation of this report is time constraint
● While collecting data, they did not disclose information due to the confidentially of the
organ
● Every organization has some secrecy, which cannot should not be disclosed to the outsider.
So I limitation to enter into the affairs of the organization depth.
Md. Taheruzzaman EO
Md. Selim Reza Officer
Md. Tanvir Hossain Officer
Ohidul Hoque Officer
Suvra Das JO
Md. Forhad Hossain JO
Sree Narayan Debnath JO

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1.7. Limitations of the Study
The officers are very co-operative but they are too busy to give me time to get knowledge about
practical activities. Moreover they have to deal in a very competitive environment based on
money related activities. I have to prepare this report alone. Every task has some limitations. I
faced some usual constraints during the course of my internship. These are as follows:
Short of time:
I had to complete this report within a shorter period of time. So the time constraint of the study
hindering the course of vast area and time for preparing a report within the mentioned period is
really difficult.
Busy working environment:
The officials had some times been unable to provide information because of their huge routine
work.
Lack of sufficient well informed officials:
Many officials of the branch are not well informed about different systems of Exim bank. They
know but less. I had to face much difficulty to collect this information.
Insufficient data:
Some desired information could not be collected due to confidentially of business

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Organizational over view
(PART2)

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2.1.BackGround of the history:
Prime Bank Limited is a private commercial bank in Bangladesh. It was established on April 17,
1995with Tk.1000 million of authorized capital & Tk. 100 million of paid up capital by a group
of successful entrepreneurs. . It is now one of the banks in Bangladesh which follows
international standard in banking and finance.
Prime Bank was created and commencement of business started on 17 April 1995. The sponsors
are reputed personalities in the field of trade and commerce and their stake ranges from shipping
to textile and finance to energy etc.
Prime Bank offers all kinds of Commercial Corporate and Personal Banking services covering
all segments of society. Diversification of products and services include Corporate Banking,
Retail Banking and Consumer Banking right from industry to agriculture, and real estate to
software.
Prime Bank is the title sponsor of the 2013 edition of Bangladesh Premier League cricket
tournament.
Islamic Banking operations of Prime Bank Limited started in the year 1995 through the opening
of Islamic banking branch at Dilkusha, Dhaka.
Operations of Islamic banking branches are coordinated by Islamic Banking Division at Head
Office and supervised by Prime Bank Shari’ah Supervisory Committee.
2.2.Our Vision
To be the best Private Commercial Bank in Bangladesh in terms of efficiency, capital adequacy,
asset quality, sound management and profitability having strong liquidity.
Slogan:
―A Bank with a difference
2.3.Our Mission
To build Prime Bank Limited into an efficient, market-driven, customer focused institution with
good corporate governance structure. Continuous improvement of our business policies,
procedure and efficiency through integration of technology at all levels.

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2.4.Corporate Philosophy
2.4.1.For our Customers
To provide the most courteous and efficient service in every aspect of its business. To be
innovative in the development of new banking products and services.
2.4.2.For our Employees
By promoting their well-being through attractive remuneration and fringe benefits.
By promoting good staff morale through proper staff training and development, and provision of
opportunities for career development.
2.4.3.For our Shareholders
By forging ahead and consolidating its position as a stable and progressive financial institution.
By generating profits and fair return on their investment.
2.4.4.For our Community
By assuming our role as a socially responsible corporate citizen in a tangible manner By
adhering closely to national policies and objectives thereby contributing towards the progress of
the nation.By upholding ethical values and best practices.
Constantly seeking to improve performance by aligning our goals with stakeholders expectations
because we value them.
2.4.5.Our Efforts are Focused
On delivery of quality services in all areas of banking activities with the aim to add increased
value to shareholders investment and offer highest possible benefits to our customers.

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2.5.Competitors Analysis:
Prime Bank was going through a growth period, the general banking industry had been
experiencing tougher competition. Competitors were increasingly offering lower interest rates on
loans and higher yields on savings accounts and certificates of deposit. Also, Prime Bank was
experiencing growing pains, and something needed to be done soon or it would begin losing
customers to competition. The board, headed by James Rogers, decided to develop amore
aggressive strategy for Prime Bank. While many of its competitors were competing on cost, the
board decided that Prime Bank should focus on customer service in order to differentiate itself
from the competition. The bank had already begun moving they have many competitors like
Bank Asia, HSBC, City Bank, Trust Bank etc
2.6.SWOT Analysis
SWOT analysis enables an organization to have a comprehensive insight about its current
position in the industry compared to the competitors. It provides the organization a scope to
improve strategically its position in the market. Here, the internal strengths and weaknesses of
Prime Bank Limited as well as the external opportunities and threats are discussed.
2.6.1.Strengths:
Good Customer Service: Prime Bank Limited provides quality services to the clients compared
to its other contemporary competitors. The bank has a very good relationship with its customers.
The bank believes in maintaining personal relationship with the customers. One of the major
goals of this bank is to build long-term relationship with the customers and to create value for
them.
Innovative Products: Prime Bank Limited has offered various kinds of deposit schemes by
which people have opportunity to save their small money and bank is able to earn more for
themselves for their clients. Comparatively Prime Bank Limited offers more number of deposit
schemes to customers.
Efficient Administration: Prime Bank Limited has an efficient administration. The work is
done in a timely and systematic manner for which the efficient administration is responsible.
There is close relationship between the employees and management though the chain of
command is maintained strictly. Overall, there is a good balance between the administration and
the employees.

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Capital Adequacy: Prime Bank Limited is maintaining a strong capital base. By the end of
December 2007, the capital adequacy ratio was 11.50%. The bank has now increased its
authorized capital to 4000 million for its expansion program.
2.6.2.Weakness:
Technology: One of the major weaknesses of Prime Bank Limited is the technology used
by the bank. With the change of time, technological advancement is essential to survive in the
competition.
Promotion: When an employee gets a promotion to the next level, he/she gets more
compensation. Prime Bank Limited is regular in giving promotion but the employees get later
effect of this promotion.
Training: Prime Bank Limited has its own training institute PBTI (Prime Bank Training
Institute) to strengthen the capabilities of human resources. However, there is a lack of specific
training for specific jobs. As a result, the employees have to learn things from the job by doing it
practically.
2.6.3. Opportunity:
Branch Expansion: Prime Bank Limited is growing quickly all over the country. Besides
expanding in the urban areas, Prime Bank Limited has prospects to open more branches that will
eventually enhance the government’s effort at receiving the rural economy as well as reaching
more people by better service.
Training Facility: Prime Bank Training Institute (PBTI) is supporting the bank by offering
in house training courses, workshops and seminars. As the bank has its own training institute to
enhance the capability of human resources, Prime bank Limited can use this opportunity to train
their employees in specific areas and create specialized and expert people for the bank.
Banking Software: Quality service providing is a major goals of Prime bank limited.
Though Prime Bank limited is still lagging behind in upgrading their software system, the bank
has the prospect to select high quality banking software, which will make the banking operations
easier and smooth.
2.6.4. Threats:
Level of Competition:
Competition is always a major threat for any organization. In recent years, the number of private
bank is increasing. These banks always pose a threat for others by coming up with new product
line, innovative technology, quality services, etc. Thus, the level of competition rises and creates
threats for Prime Bank Limited.

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Technological Advancement: With time, technology is getting advancement and most of
the private banks are upgrading their operating system to survive in the industry. Prime bank
Limited is lagging behind in this department and still mostly dependent on manual work rather
than technology. Advancement of technology is posing great threat for Prime bank Limited.
2.7.Marketing of prime bank
Marketing is a total system of business activities designed to Plan, Price, Promotion and
distribution satisfying goods and services to present and potential customers. According to the
official definition of the American Marketing Association Marketing is the performance of
Business activities that direct the flow of goods and services from producer to customer or user.
The concept of Banks Marketing has been defined by various Banks Marketers as that part of
management activity that seeks to direct the flow of banking service profitability to selected
customers. The adoption of the marketing concept will recognize that Banks Customers are
changing in terms of their wants, needs; desires, expectations, and problems Banks must define
these in explicit terms and then evaluate their offering in customer’s terms. That is satisfying
customers’ needs at a profit to the Banks.

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2.8. Market Penetration
Offering more existing service to existing customer or client, that is market penetration Banks
are offering more service to existing customers.
2.9.Market development
Offering more existing service to new client that is market development tries to attention new
client.
2.9.1Service/ Product Development
Development New services/ Products to existing customer what is service/ product
development. Banks are following this strategy.
2.9.2.Diversification
Develop new service for new customers, that is, diversification. Bank has more diversify
products to new customer.
2.10.Marketing Mix Adopted by the Prime Bank
Marketing mix is the mixture of controllable marketing variables that the firm uses to pursue the
sought level of sales in the target market. We can say that the 4P’s are interrelated and must be
blended into one integrated whole to satisfy some target markets needs and performances. So,
marketing mix is a set of product, price, promotion and place which are interrelated.
2.8.1.The Banking Product
The products of Banks are essentially services. Any satisfaction the customer gets from the
performance of the service rather than from the ownership of goods. Banks are in the Business of
marketing cash security, cash accessibility, monetary transfers and time to enable customers
wants to be satisfied to day without waiting until tomorrow when their own savings are higher.
So, Banking product means services, which are able to satisfy the present and potential
customers. Banks offer the following services.
a) Deposits
1. Current Account
2. Saving Account
3. Short term deposit
4. Fixed deposit receipt
5. Ajibon pension scheme

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6. Double benefit scheme
7. Mashik munafa prakalpa
8. Special savings scheme
b) Credit facilities
1. Cash credit (Hypo)
2. Project Loan
3. Working capital loan
4. Export loan
5. Commercial loan
6. Small and Cottage industry loan
7. Lease finance
8. Staff loan
9. Various credit scheme
I. Consumer credit scheme
II. Small loan project
III. Doctors credit scheme
IV. Rural credit scheme
c) Foreign service (Export, Import)
d) Banks Remittance (DD, TT)
Product Strategy
Customer Product Existing New
Existing Market Penetration Market Development
New Service/ Product Development Diversification
There are four alternative planning product strategies.
Exchange;
Non Resident Foreign Currency Deposit Account(NFCD) Foreign Currency Deposit Account
Savings Scheme:
Monthly Savings Scheme(Money Grower)
Monthly Income Scheme(Steady Money)
Double the deposit in 6 years (Super Savings)
10 years deposit-more than triple (Multiples Savings)
Education Savings Scheme

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Bank emphasizes on non-fund business and fee based income. Bid bond/ bid security pew be
issued at customer’s request. Prime Bank is posed to extend L/C facilities to its importers
/exporters through lishment of correspondent relations and Nostro Accounts with leading banks
all fcier the world. Moreover, Consumers can deposit their Telephone bill of Grameen Rone in
all the branches except Motijheel and the consumers of Pallid Buddutsomityrf Gazipur can
deposit their electricity bill to Gazipur branch.
E-CASH/ ATM SERVICE
The bank is currently providing Credit Card Service (MasterCard) to the privileged mers of the
bank in collaboration of Prime Bank. Floating VISA card for both >it and Credit card service is
under process.
2.8.2.The Banking Price
Banks interest rate means Banking Price. Price is important since it represents the only element
of marketing mix that creates revenue. The Banking system does not in fact price all its services.
Since some are offered free to customers. The most important prices in the Banking system relate
to interest rates. The government controls basic interest rates.
BANK provides various interests to deposits and receiving interest from various creditors
which are showed in the table:
Types of Product/service Rate of interest
Current account 0%
Saving account 6.5%
Short term deposit 6.0%
Fixed deposit receipt 7 to 10%
Cash credit loan (Hypo) 14.5%
Project loan 14.5%
Working loan 14.5% - 15%
Various credit scheme 15%
Consumer Credit Scheme 14.5%
Small loan scheme 14.5%
SOD Against Earnest Money 14.5%
SOD Against PAD 14.5%
SOD Against LTR 14.5%
SOD Against SS 14.5-15%
SOD Against work order 14.5%
SOD Against SP 12.5%
Banks Remittance (DD. TT) 0.1%

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2.8.3.The Banking Promotion
The term promotion is used to refer to the use of persuasive information which in conjunction
with other elements of marketing mix, relates to the target market. The Banks has to decide how
information about the organization and its services will be disseminated. Four elements of the
marketing communications mix are generally recognized.
2.8.4.Place (The Banking channel of distribution
Channel of distribution performs all of the activities to move a product and its title from
production to consumption. Some private Banks Ltd. in Bangladesh are following channel of
distribution, which are shown below:
Some of the private Banks Limited in Bangladesh are using credit cards, Banks branch etc. to
provide Banks service to customer. But Bank provides their service through Bank branch. The
branches of prime in Dhaka are following-
Adamjee EPZ Branch
Address: Adamjee EPZ , Holding # 4
Siddirganj, Narayanganj
Phone: (02) 7692025-26, 7692024
Fax: (02) 7692027
Swift: PRBLBDDHAEZ
2.
Asad Gate Branch
Address: Family World Tower, 2/6,
Sir Sayed Road, Ward # 42,
Mohammadpur (Mirpur Road), Dhaka
Phone: (02)
9125400,8142106,8142134
Fax: (02) 9122640
3.
Ashulia Branch
Address: Sherif Mansion (1st floor),
Diakhali, Jamgora Bazar, Ashulia,
Savar, Dhaka
Phone: (02) 7788290, 7788326,
7788325
Fax: (02) 7788291
4.
Banani Branch
Address: House # 62, Block # E,
Kemal Ataturk Avenue, Banani,
Dhaka-1213
Phone: (02) 8815754, 9889868
Fax: 02-8853616
Swift: PRBLBDDH020

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5.
Banasree Branch
Address: Arcadia (Ground Floor and
1st Floor), Plot No.-14, Block No.-C,
Main Road, Banasree, Dhaka.
Phone: (02) 8399548, 8399591
Fax: (02) 8399547
6.
Bangshal Branch
Address: 43/44 Malitola, North South
Road, Bangshal, Dhaka-1100
Phone: (02) 9561501, 7123480,
7113310
Fax: 7175185
Swift: PRBLBDDH026
7.
Baridhara Branch
Address: Concord I-K Tower (1st
Floor) Plot# 02, Block# CEN(A)
North Avenue, Gulshan-2 Dhaka-1212
Phone: (02) 9850376, (02) 9850392,
01730781181 (HOB)
Fax: (02) 9850384
8.
Bashabo Branch
Address: Shapnil (2nd & 3rd Floor),
60-61 South Bashabo, Dhaka
Phone: (02) 7219201, Direct: (02)
7219206
Fax: (02) 7219205
9.
Bashundhara Branch
Address: Baitul Aman Tower (1st
Floor), Boshundhara Project, Block-B,
Plot# 236, P.S-Cantonment, Dhaka
Phone: PABX : (02) 8845214,
8845213, Direct : (02) 8845215
Fax: (02) 8845214
10.
Bhairab Branch
Address: 181, Tin Potty Road,
Bhairab Pawrashava, Bhairab,
Kishoregonj
Phone: PABX : 02-9470723, 9470771
Fax: 02-9471755
11.
Bijoy Nagar Branch
Address: Akram Tower (1st floor),
15/5, Bijoy Nagar (Sayed Nazrul
Islam Saroni), Dhaka-1000
Phone: (02) 9335762, 9335732,
9334123
Fax: 02-9332639
12.
Boalmari Branch
Address: Azahar Tower, Holding 503,
Station Road, Ward # 03, Boalmari,
Faridpur
Phone: 06324-56132, 06324-56130
Fax: 06324-56139

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13.
Damudya Branch
Address: Holding # 264 (1st & 2nd
floor), Ward # 8, Sonali Bank Road,
Damudya, Shariatpur
Phone: (06023) 56396
Fax: (06023) 56390
14.
Dhanmondi Branch
Address: Momtaz Plaza (1st floor),
House No # 7, Road No # 4,
Dhanmondi R/A, Dhaka
Phone: (02) 8622304, 9662704
Fax: (02) 9662705
15.
Elephant Road Branch
Address: Ananta Plaza, 136, Elephant
Road, Dhaka-1205
Phone: (02) 9662776-7, 9673783
Fax: 88-02-8622591
Swift: PRBLBDDH011
16.
Faridpur Branch
Address: KMA Arcadia (1st floor),
Holding # 60/116(A), Moirapotty,
Faridpur
Phone: (0631) 65133
Fax: (0631) 65128
17.
Foreign Exchange Branch
Address: Al-Haj Mansion, 82,
Motijheel C/A, Dhaka -1000
Phone: (02) 9551682, Direct: (02)
7161146
Fax: 88-02-9553078
Swift: PRBLBDDH019
18.
Ganakbari Branch
Address: Somsher Plaza (1st Floor),
Balibhadra Bazar Bus Stand,
Dhamsona, Ganakbari, Savar, Dhaka-
1340
Phone: (02) 7789379, 7788100
Fax: 02-7789378
Swift: PRBLBDDH014
19.
Gareb-E-Newaz Avenue Branch
Address: Gareb-E-Newaz Branch
Holding # 1, Gareb-E-Newaz Avenue
Sector # 11, Uttara R/A, Dhaka
Phone: (02) 8950997, 8991781
Fax: (02) 8931687
20.
Gulshan Branch
Address: Plot # 01, Block # CEN(H),
Road # 109, Gulshan Avenue, Dhaka-
1212
Phone: (02) 9886171, 8815885
Fax: 02-9884977
Swift: PRBLBDDH016

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2.11.FinancialStatement(2011-2012)
Key Financial Data & Key Ratios - PBL
Particulars 2010 2011 2012 2013 2014
Operating Performance (Income Statement)
Interest income 12,147 16,709 22,822 22,011 18,446
Interest expenses 7,824 12,648 17,410 17,678 15,574
Net interest income 4,323 4,061 5,411 4,332 2,872
Investment income 2,632 4,157 4,633 5,583 6,194
Commission, exchange and brokerage 2,262 2,689 2,429 2,155 2,033
Other Operating Income 579 652 1,018 813 806
Operating Income 9,795 11,559 13,492 12,883 11,906
Operating expenses 3,618 4,132 4,941 5,409 5,750
Earning before interest, depreciation and
tax
13,643 19,666 23,024 21,422 19,187
Profit before provision and tax 6,177 7,427 8,551 7,474 6,157
Provision for loans and assets 540 661 3,216 4,029 2,877
Profit after provision before tax 5,637 6,766 5,335 3,445 3,280
Tax including deferred tax 2,535 3,132 2,636 1,616 887
Profit after tax 3,102 3,634 2,699 1,829 2,393
Balance Sheet (Financial Position)
Authorized capital 10,000 10,000 25,000 25,000 25,000
Paid-up capital 5,776 7,798 9,358 10,293 10,293
Total shareholders' equity 16,908 19,095 20,787 23,030 24,461
Deposits 124,574 159,816 182,053 201,907
204,838
Long-term liabilities 47,918 63,379 84,827 91,424
104,040
Loans and advances 116,057 138,848 160,890 153,589
147,367
Investments 20,484 39,172 49,670 56,940 72,642
Property, Plant and Equipment 1,695 3,975 4,363 6,407 6,613
Earning assets 137,577 179,537 212,204 211,399
221,521
Net current assets 7,349 2,262 2,735 15,023 21,064
Total assets 154,342 199,950 236,833 243,869
254,912
Total liabilities 137,434 180,856 216,046 220,839
230,451
Current ratio 1.09 1.02 1.02 1.12 1.17
Gearing ratio 76.98 77.88 80.97 80.67 81.42
Quick ratio 1.09 1.01 1.01 1.12 1.17

26
Cash Reserve Ratio 6.70 6.22 6.06 6.97 6.71
Staturory liquidity Ratio 26.00 32.96 34.02 38.39 29.83
Equity debt ratio (%) 12.30 10.56 9.62 10.43 10.61
Other Business
Import 147,704 174,384 168,532 133,219
126,571
Export 106,943 133,396 143,612 127,091
110,096
Remittance 28,433 36,890 42,443 32,628 39,484
Guarantee Business 29,000 27,844 29,391 31,170 30,155
Capital Measures (Consolidated)
Total risk weighted assets 183,747 194,380 205,103 222,791
216,324
Core capital (Tier-I) 15,791 18,744 20,664 21,708 22,611
Supplementary capital (Tier-II) 5,692 5,485 5,252 5,104 4,812
Total capital 21,483 24,229 25,916 26,812 27,424
Tier-I capital ratio 8.60 9.64 10.08 9.74 10.45
Tier-II capital ratio 3.09 2.82 2.56 2.29 2.23
Total capital ratio 11.69 12.46 12.64 12.03 12.68
Credit Quality
Non-performing loans (NPLs) 1,368 1,908 6,168 7,815 11,215
NPLs to total loans and advances (%) 1.18 1.37 3.83 5.09 7.61
Provision for unclassified loans 1,463 1,725 2,025 1,691 1,741
Provision for classified loans 642 778 1,949 3,733 4,586
Share Information
Market price per share (Taka) 94.45 44.50 37.00 25.90 19.60
No. of shares outstanding (Million) 577.64 779.81 935.77 1029.35
1029.35
No. of shareholders (actual) 19,748 26,030 23,964 25,632 23,102
Earnings per share (Taka) 5.69 4.70 2.88 1.78 2.32
Dividend: 40% 30% 20% 12.50% 15.00%
Cash 5% 10% 10% 12.50% 15.00%
Bonus 35% 20% 10% - -
Effective dividend ratio (%) 49.52 40.21 21.82 13.10 15.00
Dividend cover ratio (times) 1.42 1.57 1.44 1.42 1.55
Dividend yield (%) 4.23 6.74 5.41 4.83 7.65
Market capitalization 54,572 34,702 34,624 26,660 20,175
Net asset value per share (Taka) 29.27 24.49 22.21 22.37 23.76
Price earning ratio (times) 16.60 9.47 12.85 14.57 8.43

27
Operating Performance Ratio (%)
Net Interest Margin (NIM) 4.21 3.19 3.61 2.75 1.91
Net non-interest margin on average
earning assets
1.50 2.12 1.60 1.48 1.52
Earning base in assets (average) 88.66 89.51 89.69 88.12 86.80
Gross profit ratio 55.60 47.75 43.66 42.15 43.33
Net interest income as a percentage of
working funds
3.10 2.29 2.48 1.80 1.15
Profit per employee 2.89 3.24 3.36 2.76 2.15
Operating profit as a percentage of
working funds
4.43 4.19 3.92 3.11 2.47
Cost-income ratio 36.94 35.75 36.62 41.98 48.29
Credit-deposit ratio 93.16 86.88 88.38 76.07 71.94
Cost of funds on average deposits 6.39 8.15 8.75 8.80 7.36
Yield on average advance 11.76 13.09 15.17 13.85 12.09
Return on average assets 2.22 2.05 1.24 0.76 0.96
Return on average equity 21.65 20.19 13.53 8.35 10.08
Return on Capital Employed 9.53 9.01 8.10 6.53 4.79
Other information
No. of branches 94 102 113 117 122
No. of SME branches/centers 14 17 17 17 18
Number of ATM 43 81 134 151 160
No. of employees 2,139 2,292 2,544 2,710 2,867
No. of foreign correspondents 621 644 660 661 638
Average earning assets 123,741 158,557 195,871 211,802
216,460
Average total assets 139,574 177,146 218,392 240,351
249,391
Average deposits 115,765 142,195 170,934 191,980
203,372
Average loans & advances 102,654 127,452 149,869 157,239
150,478
Average equity 14,327 18,002 19,941 21,908 23,745
2.12.CorporateMilestones

28
1995 05.02.1995 Memorandum and Articles of Association signed by the
sponsors
12.02.1995 Incorporation of the company
12.02.1995 Certificate of commencement of Business
20.02.1995 License issued by Bangladesh Bank
08.04.1995 License issued for opening the first branch, Motijheel
17.04.1995 Formal launching of the Bank
17.04.1995 Commencement of Business from Motijheel Branch
18.12.1995 Commencement of Islamic Banking Business from IBB,
Dilkusha
1999 29.08.1999 Initial Public offering - Publication of Prospectus
09.09.1999 Initial Public offering - Subscription Opened
22.09.1999 Initial Public offering - Subscription closed
15.11.1999 Listed with Chittagong Stock Exchange Limited
2000 27.03.2000 Listed with Dhaka Stock Exchange Limited
29.03.2000 Trading of Shares in Dhaka Stock Exchange Limited
29.03.2000 Trading of Shares in Chittagong Stock Exchange Limited
2001 29.03.2001 Registered Merchant Banker with SEC
2005 17.04.2005 Completion of 10 years of service
2006 08.07.2006 Introduction of Prime Exchange Co. Pte. Ltd. (Subsidiary of
Prime Bank Limited)
2007 15.03.2007 Opening of First Off-shore Banking Unit at DEPZ , Savar,
Dhaka
01.04.2007 Introducing of Temonous as Core Banking Software T24
2008 11.03.2008 Launching of ATM

29
2009 01.08.2009 Launching of Internet Banking
2010 02.08.2010 Introducing of PBL Exchange UK Limited - London Branch
03.08.2010 Introducing of PBL Exchange UK Limited - Birmingham
Branch
04.08.2010 Introducing of PBL Exchange UK Limited - Oldham Branch
2011 22.02.2011 Introduction of Prime Exchange Co. Pte. Ltd. (Jurong East
Branch)
:

30
2.13.BoardOf Directors:
Azam J Chowdhury
Chairman
M. A. Khaleque
Vice Chairman
Khandker Mohammad Khaled
Vice Chairman
Md. Nader Khan
Director
Nasim Anwar Hossain
Director
Mafiz A. Bhuiyan
Director
Md. Shirajul Islam Mollah
Director
Marina YasminChowdhury
Director
NazmaHaque
Director
QuaziSirazul Islam
Director
Salma HuqImranKhan
DirectorDirector
WaheedMuradJamil
Director
Md. ShahadatHossain
Director
NafisSikder
Director
Mohammad Mushtaque Ahmed
Tanvir
Director
Dr. G M KhurshidAlam
Independent Director
Director
M FarhadHussain FCA
Independent Director Dr. Shamsuddin Ahmad
Independent Director
Ahmed Kamal Khan
Chowdhury
Managing Director

31
Organization Structure:
From the top to the bottom management body of Prime Bank Limited can be divided into four
levels.

32
HR sector of Prime Bank Limited:

33
Prime Bank HR Training and
Development Program
(PART 3)
3.1.HR Vision
Managing an organizational culture where employees enjoy working with pride and are strongly
motivated to gain and maintain professional excellence to convert the human resource into
human capital.
3.2.HR Principals

34
Ideas rule the world and ideas make money; even an idea can change our lives. The lines written here are
very true, we believe. We promote, recognize and execute great ideas. We believe only employees are the
biggest source of innovative ideas. Our knowledge sharing, suggestion box, open house discussions,
employee-management meets are the source of our ideas. If you believe you can make the change with
your great ideas please communicate us and exploit sooner. Our HR Division plays advocacy role and
acts as a bridge between the employees and employer.
We manage an evaluation system that clearly links individual performance to our business goals and
priorities. Each employee has well-defined reporting relationships. Self-rating is as a part of our
evaluation process which we promote always. We manage an evaluation system based on the records of
periodic counseling and achievements of the employees tracked over the year. For higher objectivity and
openness, besides the immediate supervisor, each employee is screened by the next higher level
(reviewer).
3.3.HR Messageto the Ambitious
Talents, welcome!
As you aim higher, career is all about choosing your own vision; it's more than about choosing
your job. The path you choose first will be your pavement of future direction towards success.
So, it is better to start with a learning environment, a winning culture, a trusted brand which will
ensure your exhilarating avenue of career progression.
We, at Prime Bank Limited, carefully manage a learning environment, career development
strategy, smooth progression of our talents. We offer an excellent organizational culture and
competitive compensation package in a way which always match our employees' desires. In an
exchange of all what we relentlessly look for, individuals with quality education, team-spirit,
drive for professional excellence, creative approaches who can, in turn, produce desired end
result.
3.4.Functions andActivities of HRM:-
In order to achieve the objectives of an organization, the HRM section or department must carry
out a number of functions. The key functions of HRM can be summarized as the acquisition,
maintenance, development and termination of employees. Acquisition: This is the 'getting' phase
of HRM. It includes estimating both the future demand and supply for human resources and
integrating these resources into a total human resource strategy. In other words, t6the objectives
and future directions of the organization must be known before any reliable forecasts of people
needs can be made. The acquiring process includes recruiting, selection and the socialization or
induction of new employees. Maintenance This is the 'keeping' function and involves providing
benefits, services and working conditions that are needed if individuals are to remain committed
to the workplace.

35
3.4.1.Corefunctions of HR:-
Recruitment :- Recruitment is the process attracting, evaluating & hiring
employees for an organization.
● Selection:- Selection is the process of selecting a qualified job candidate for
a job who can successfully do it and add value to the organization.
● Orientation:- Orientation tactics exist to provide new employees enough
information to adjust, resulting in satisfaction and effectiveness in their role.
● Development:- A core function of HR management is development, which
entails training efforts designed to improve personal, group, or
organizational effectiveness.
● Performance Evaluation:- Performance evaluation is the process of
assessing an employee’s job performance and productivity, usually for a
specified period of time.
● Career Path Management:- Career path management requires HRM to
plan and then actively manage employee skills in the pursuit of successful
professional careers.
3.4.1.1.Competitive CompensationPackage:
We offer a rewarding culture and higher compensation and benefits package in a way which
always match with our employees’ desires including basic salary, provident fund, gratuity,
housing allowance, medical allowance, conveyance allowance, group insurance, employees’
welfare fund, leave fair assistance and other admissible facilities those match individual job role
and designation as per banking policy.
3.4.1.2.Performance Bonus:

36
Every year we pay for the high performers when company hits a certain level of profitability. It
is also based some other additional criteria like the team's success and the individual's
performance.
We create profiles of top performers and make these visible company-wide. It will encourage
others to put in their best, thereby creating a competitive environment within the company.
3.4.1.3.KnowledgeSharing and Open House Discussions:
Ideas rule the world and ideas make money; even an idea can change our lives. The lines written
here are very true, we believe. We promote, recognize and execute great ideas. We believe only
employees are the biggest source of innovative ideas. Our knowledge sharing, suggestion box,
open house discussions, employee-management meets are the source of our ideas. If you believe
you can make the change with your great ideas please communicate us and exploit sooner. Our
HR Division plays advocacy role and acts as a bridge between the employees and employer.
3.4.2.There are sevenmain functions of HR :
● Function 1: Manpower planning
● Function 2: Recruitment and selection of employees
● Function 3: Employee motivation
● Function 4: Employee evaluation:
● Function 5: Organizational relations
● Function 6: Provision of employee services
● Function 7: Employee education, training and development.
An Overview of Prime Bank HR Training and Development
Centre:
The challenges associated with the changing nature of work and working environment are as
real for Prime Bank Ltd. as compared to others in elsewhere. The technological Development
and new policies / frameworks need a skilled and knowledgeable workforce who are

37
adaptive, flexible and focused on the goal of the Bank. They believe and take all out efforts to
encourage growth and career Development of the employees by coaching and helping them
to achieve both their personal and professional goals at Prime Bank and beyond.
They also believe that employee Development requires a shared responsibility among the
Bank Management, all Heads of Branches, Divisions, Departments, Units, Cells and
employees themselves. New concepts, issues received if any from Central Bank is also be
taken into account and impart these among the employees
In Prime Bank, Human Resources (HR) Division regularly undertakes effectively designed
training programs targeting the right group of employees through proper training need
assessment. Prime Bank believes that continuous efforts should be given so that employees
acquire and develop the right set of skills required to face the challenge of ever changing
market. In Prime Bank, the employee development plan is based on proper training need
assessment.
In 2014, Prime Bank’s internal HR Training and Development Centre arranged training on 62
different topics for 4,370 enthusiastic participants. Besides, a total of 644 employees were
sent to participate in various training programs/conferences in home and abroad. In total, the
number of participants who participated in trainings/conferences has increased by 48% over
the last year.
The whole capacity building efforts is pivoted on the unique understanding of banking sector
as well as required behavioral skills to create a group of competent professionals with strong
leadership skill. The banking sector is complex and diverse with evolving nature of threats
and the risks. So, the training module is updated time to time for employees of the Bank in
the changing context of financial market

38
OBJECTIVES OF THE TRAINING &DEVELOPMENT PLAN:
encourage growth and career Development of all employees of the Bank
Knowledge, Skills and Attitude.
ing to the needs of
individual employee’s Development
and global banking business.
ing
our workforce through need based training associated with future requirement.
HR Training & Development Center took all out efforts to encourage growth and career
development of the employees by training, workshop, seminar, coaching etc. and also
send employees abroad on burning issue of the age. Employees are also sending to
Bangladesh Bank Training Academy (BIBM) by helping them to achieve both their
personal and professional goals at Prime Bank and beyond. HR Operations maintain a
close link with the training and development center in order to produce a synergistic end
result that would help inculcate professional excellence of the employees.
Importance of Human Resource Training &
Development:
M- total quality
Management.
- Equal Employment Opportunity.
employee and if any new technology or theory is adopted.

39
care of employee’s compensation & benefits.
changing technology & newly adopted methods in the organization.
looks after the performance appraisal, promotion, and transfer.
rganization etc.

40
REVIEW OF TRAINING PLAN AND BUDGET- 2014:
The following bar chart shows the total training expenses for the year 2014 as against Budget for the
year 2014,
and total numberof participantscovered in last three years. It may be mentioned that HR Training and
DevelopmentCenteralwaystriedtoextractmaximumoutputwithminimumcost.Therefore, under the
guidance of the Management of the Bank and support of all concerned, we will be able to show some
notable
changesand newideasintrainingandDevelopmentsystemof Prime BankLimitedduringthe year 2015.

42
TRAINING NEED ANALYSIS
Methodology: In the year 2015 emphasis has been given on need based workshops and training.
The following
training need analysis methods have been applied to identify the need for workshops and
training:
a. Individual Interview through Annual Appraisal: The weakness and the individual need for
training and Development have been identified through individual interview of Annual Appraisal
Forms of HR.
b. Heads of Branches/Supervisors’ Recommendation: HR Training &Development Center
collect information from the supervisors/Heads of all Branches and Departments/ Cells/ Units
and Divisions at
Head Office.
c. Business Demand/Need: Since the bank and the Government have given emphasis on Small
and Medium Enterprises, Agriculture, Retail Banking, Green Banking & Finance the need for
training has been identified in developing new product based on the retail banking, Agriculture
and SME.
d. Policy Compliance Need: Different compliance issues have been examined and training
needs were identified accordingly. Training centers always takes sessions on Anti Money
Laundering, Anti-Terrorist Financing, CTR and STR, FATCA towards combating money
laundering and terrorists financing. Our Internal Control & Compliance Division also takes
necessary steps to conduct out-reach workshops with the help of Bangladesh Bank officials to
guard against terrorists financing.
e. Executive Development Need: From the different levels of interview, it has been found that
the potential Heads of Branches need specific Development on different aspects (i.e. managerial
skill, leadership skill, decision making skill, change management, communication skill,
supervisory skills, credit structuring, supervisory risk on Basel-llI, T-24 issues and other IT risks
issues. Training Center is arranging training/workshops on these topics also).
g. Others :With the guidance of the MD & CEO, Senior Management and Head of HR, Training
Center arranged workshops for the Heads of Branches and Manager Operations on different
contemporary and upcoming issues like “Stress Testing”, supervisory review process on Basel
Ill, Green Banking, BACH & RTGS etc.

43
3. DESIGN AND DEVELOPMENT OF TRAINING :
Continuous investment in Training and Development is essential for improving the performance
of the Prime Bank’s workforce. Training and Development is essential in attracting and retaining
a knowledgeable and skilled workforce. Based on the need analysis and recruitment policy, the
training plan for 2015 has been designed. The entire training module has been divided in two
parts- (i) Training and (ii) Workshop based on duration and type.
a. Training for the Entry Level Officers: A good number of entry level officers in the rank of
Management Trainee (MT) and Trainee Assistant (TA-General & Cash) were recruited in 2014.
They are working in different branches and divisions. They have got Foundation Training on
banking operations. Frequency of Foundation Training Course depends on the total number of
entry level officers left out for the training. The Foundation training course will be for 20
working days for MTs, 18 working days for TA(general)and 10 days for TA(cash), in which all
most all subjects covering practical working knowledge on banking operations, individual and
group assignments, presentation, business communications.
b. As per instruction of Audit Committee of the Board establishment of an IT Lab at the HR-
TDC is under process. Hope it will be operational from the first Quarter of 2015 with 35 seating
capacity. The HR-TDC will arrange Training Program for all employees of the Bank on T-24
System & IT Security as designed by the IT Audit & Security Department. In the year 2015 we
have plan to cover 490 employees of the bank including HOB/MO under the said Program.
c. Training on Basel II and Basel III Related Issues& Stress Testing: Basel II accord is fully
enforced from the 1st January, 2010 and implementation of Basel III is under process. All
employees must acquaint themselves with the Basel II & Basel III related issues. We have
designed and arranged training on this subject to educate the employees who are working in the
related division/department of branches. In this connection, emphasis has been given to analyze
different risk components, capital assessment, supervisory review and evaluation process, credit
risk, Interest rate risk, Exchange rate risk, Equity price risk and liquidity risk & Stress testing etc.
Already a separate risk management unit at Head office has been setup as per guidelines of
Bangladesh Bank. As per the decision of meeting of the 4th RMC of the Board for organizing
regular training & workshops on Risk Management has also been included in the plan.
d. Training on UCP 600, ISBP-745, Incoterms-2010 and Foreign Remittance: After
introduction of UCP 600, ISBP-745, Incoterms-2010 few major changes have been inserted in
the Foreign Exchange Policies. Due care has been given to train-up the concerned employees of
branches and Head Office. Besides, importance has been given to Foreign Remittance and
Foreign Direct Investment (FDI).

44
e. Training on Business Related Issues: Bank’s growth depends on the business. In this
competitive business environment products should be developed as per the customers’ need.
Dealing and selling different products need efficient customer care, service and capacity of
analyzing customers’ worthiness. Issues related to retail banking, agriculture, SME, customer
care etc. have been taken into due consideration to design training courses.
f. International Trade Payment & Finance: Keeping in view the global meltdown and
recovery in International Trade and political unrest in some parts of the world. We have designed
this area to aware about frame work of International Trade Payment & Finance, Foreign
Exchange Regulations, Guidelines of Foreign Exchange transactions, deregulatory measures,
Import & Export Policy, nCurrency Convertibility.
g. Training on Islamic Banking: Emphasis is also be given to Islamic Banking training as well
as T24 operation under Islamic mode with the help of Information Technology (IT) Division.
h. Professional Development: Training is the gateway for any professional Development which
increases knowledge, skills and changes the attitude of the employees. Professionally Developed
and skilled employees are the assets/resources for any Bank. Some training has been designed to
develop different skills and knowledge of the officials of the Bank to take over any challenging
responsibilities added in their portfolio.
i. Customer Care: HR Training & Development Center is giving priority to the Banker-
Customer Relationship. In this connection workshops will be conducted on the related issues like
Negotiation skills, Customer Relationship Management (CRM), Customer Service, Retail
Banking, Etiquette and manner in banks.
j. Out-reach Training/Workshop: According to the Bangladesh Bank’s Guidelines Anti
Money Laundering (AML) training is being arranged in different locations, both inside and
outside Dhaka city. The outreach workshops will also be arranged on Negotiation skills,
Customer Relationship Management (CRM), Retail Banking, Customer Service, IT Audit and
Security& IT risks and awareness on forged Notes incorporating our customers and local
businessmen
k. Front Line Managers: In order to keep pace with the succession planning, organizational
Development we have included a new area of Training for preparedness of future leaders of the
Bank. They will be imparted of all areas of Branch operation like General Banking, Corporate
Banking, International Trade and also etiquette and manner in banks.

45
NOMINATION OF PARTICIPANTS:
HR- TDC conducts subject-wise analysis for nominations. Priority is given to the entry level
officers. For some selected training/workshops nominations are obtained from the
Branches/Divisions/Departments/Cells according to their training needs and scope. But to find
out the weakness and training needs of the employees is a regular phenomenon of HR-TDC.
SELECTION OF RESOURCE PERSON(S):
Priority is given to the Internal Resource Persons. For some specialized subjects/topics resource
persons are invited from BIBM, Bangladesh Bank, reputed local Universities, Financial Institutes
and other subject related organizations. A token honorarium is paid to all level of resource
persons (internal and external) according to the decision of the Board taken in its 294th meeting
held on April 8, 2008.
PROGRAM DETAILS & TRAINING/WORKSHOP BUDGET
Program details and Training/ Workshop budget for the year 2015 have already been prepared. It
may be mentioned that any other Local and Foreign trainings/workshops/seminars whatsoever
have not been catered for. This will be placed for approval as and when required or as advised by
the Management.
EVALUATION OF TRAINING:
Training is an investment which ensures its profitability through employee productivity. How the
employees are performing and how they have received/anticipated the training, this can be
judged through evaluation. There are comprehensive and quiz test every training course.
Evaluation is divided into 4 (four) areas for the
Foundation Training Course like
1. General Banking
2. General Advance
3. Foreign Trade &
4. Group Assignments and presentations.
The result of training has the impact on the annual performance of the individual employee. On
the other hand topic wise evaluation of trainers is also be obtained from the trainees.

46
Training and Workshop arranged by HR Training and Development Centre:

48
Comprehensive Performance Management Program on PBL:
Prime Bank has a comprehensive performance management program that evaluates employees’
yearly performance against business targets at the year-end. The performance evaluation is a step
by step by process where an employee first rates himself/herself. Then she/he is rated by the fir
level supervisor and then finally by the second level supervisor. To ensure a proper performance
evaluation and rate the employees based on their comparative performance, the line Management
is guided by the Human Resources Division. This performance appraisal system is considered as
crucial for the Bank as this is a very important tool to identify and distinguish the performers and
non-performers. Prime Bank believes that a well executed performance appraisal system can
help to reward the deserving employees, as well as help to ensure further development program
for the rest. The comprehensive performance management also includes an assessment of
employees functional and leadership competencies. This appraisal process helps to identify the
competency gap and training needs of employees. All permanent employees of PBL undergo
annual performance appraisal process.

49
Learning & development Opportunities
Prime Bank continuously thrives to transform Human Resources to Human Capital through
appropriate learning and development initiatives in every aspects of work area. HR Division
regularly undertakes effectively
designed training programs targeting the right group of employees through proper training need
assessment.
The ‘Management Trainee Development Program’ of Prime Bank is designed for newly
recruited Management
Trainees (MTs) who receive job rotation across the country and different functions in a
structured process. This
effectively designed program provides ample opportunities to acquire necessary knowledge,
skills and on-thejob-
experience. All the MTs who were recruited in 2014 are going through the development
program. In 2014,
Prime Bank’s internal HR Training and Development Centre arranged training on 62 different
topics for 4,370
enthusiastic participants. Besides, a total of 644 employees were sent to participate in various
training
programs/conferences in home and abroad. In total, the number of participants who participated
in
trainings/conferences has increased by 48% over the last year. The whole capacity building
efforts is pivoted on
the unique understanding of banking sector as well as required behavioral skills to create a group
of competent
professionals with strong leadership skill. The banking sector is complex and diverse with
evolving nature of
threats and the risks. So, the training module is updated time to time for employees of the Bank
in the changing
context of financial market.
Business Performance ofPrime Bank Limited:
In 2014 we made significant progress in transforming ourselves to become the ‘compliant’ bank
for regulators
and customers. During 2014 the macroeconomic environment remained challenging – economic
contraction,
unemployment and political and regulatory uncertainty impacted both us and our competitors.
Against these
uncertainties we successfully controlled branch operations while taking steps to de-risk the
business. The Bank
continued its growth momentum despite challenges in the banking sector, and stayed alongside
of industry
average growth rates in business volumes and the underlying streams of revenue. The profit after

50
tax has
increased by 30.80 percent and return on assets by 26.31 percent during 2014. Total assets grew
by 4.53 percent
to BDT 254,912 million with investments showing 27.58 percent growth. Deposits grew by 1.45
percent to
BDT 204,838 million during 2014. Prime Bank contained the rise in NPLs through constant
monitoring and
focused recovery efforts, closing the year with an NPL ratio of 7.61 percent as against an
industry average of
9.69 percent. Interest spread and commission came under pressure in the wake of a declining
interest rate
regime which saw assets being re-priced faster than the liabilities. However, our Bank’s cost of
deposit has
come down to 7.36 percent (2013: 8.80 percent). Moving forward, we expect interest rates to be
stable in 2015
and provide the impetus for a higher credit growth. As we head into 2015, many commercial
projects that were
not previously deemed financially viable could gain new life in this more favorable interest rate
environment
and non performing situation may improve. Even though our margins will be leaner, it would be
compensated
through growth in volume and improved asset quality with borrowers finding their credit
obligations more
affordable. Remittance growth started gaining momentum and became positive in the second half
of 2014. The
growth in remittance was 10.30 percent during 2014.

52
3.6.Methods usedin ManagementDevelopment:-

53
3.7.Training & development policies of Prime Bank Limited:-
Prime Bank Limited believes that a proper form of training contributes to the
development of human resources & human resources can be developed by way of
upgrading the job understanding & proficiency. Training is fundamentally a designed
constant learning process & attempt by management to improve employees
competency levels & thus to develop the individual ability to perform on the job. In-fact,
the more information & education the bank will give to employees, the better prepared
they will be to advance within the bank.
3.8.Training policies of Prime Bank Limited are given below:
● A training index identifying the training needs of all the employees, it is seen form the
employees point of view as well as from the respective departments point of view.
● Training & development is a designed activity. Human Resource Department of PBL
sets the training planning & budgets for all the departments based need & assessment
& gets it verified & permitted by the respective department heads at the beginning of
every year.
● In PBL, a training agenda prepared for each employee. This training agenda contains
the number of days of training for each of the employees in the various areas on which
training would be imparted.
● The training session would be conducted either by internally or by externally.
● The respective department heads are the liable for the training programs or a specific
department.
● Once an employee has been selected for a training program he/she is bound to
attend the program, any exception should have permitted by the respective designed
personnel.
● Training feedback would be generated from the participants & their respective
superiors. Based on the rating received, decision shall be taken to continue the program
in future.

54
● Prime Bank Limited also promotes internal trainers as well external. Senior
employees with expertise in a particular area & having the desire & aptitude to train
would be motivated to hold such programs at regular intervals.
3.9.Identifying Training Needs at PBL:
● Who needs to be trained?
● What skill must an employee learn in order to be more productive?
● Where training is needed?
The purpose of the needs assessment is to identify how to improve the quality of
the personnel that is recruited, hired, oriented, & trained. A training needs
assessment is a three step process. Decide how to complete each type of analysis
using these three phases.

55
The need assessment of training & development programs are completed through a
three phase process which are:

56
3.10.Training methods of Prime Bank Ltd:

57
3.11.Research on employee training need:

58
1. Do you think that training needs assessment is properly done to
provide the training facility?
Interpretation:
From the graph it is seen that some employees were agreed with the statement
that is the training need assessment process was properly done to provide the
training facility. The graph shows that 50% of the employees were agreed where
as 30% of them were neutral & 20% were disagreed with this view.
Comment:
Here we can say that the training need assessment process of PBL was not
properly followed to find out the training need of the employees
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

59
2. Are you satisfied with the training policies of your organization?
Interpretation:
From the graph, it is seen that most of the employees were satisfied with the
training policies of PBL. That is 70% of the employees were agreed & 30% of
them were of them were strongly agreed with this view.
Comment:
Here we can say that the training policies of PBL are employees friendly & help
employees to flourish their capability & achieve the organizational goal.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

60
3. 3.Do you think that the training programs are arranged within the
scheduled time?
Interpretation:
From the graph, it is seen that most of the employees were agreed with the
statement. That is 60% employees were agreed & 40% employees were
strongly agreed with this view.
Comment:
Here we can conclude that training programs of PBL is arranged within the
scheduled time.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

61
4. 4.Do you think that the resource personnel are really specialists for
conducting the training program of Prime Bank Limited?
Interpretation:
From the graph, it is identified that most of the employees were agreed
with the statement that resource personnel are really specialist expert for
conducting the training program of PBL. That means, the PBL selects the
resource personnel very prudently for making the training program more
effective. That is 60% employees were agreed & 40% employees were
strongly agreed with the statement.
Comment:
Here we can reach at a statement that, the resource personnel’s are really
specialists in conducting the training program of PBL.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

62
5. 5.Do you believe that sufficient materials are provided at the training
program of Prime Bank Limited?
Interpretation:
From the graph, it is seen that most of the employees were
agreed with the statement. That is 50%of them were agreed but 20% of
them were disagreed, 30% of them were neutral with this view.
Comment:
Here we can reach at a statement that the training materials provided by
PBL are not sufficient to all the employees equally.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

63
6. 6.Do you think that learning objectives of training are meet at the end
of the training program?
Interpretation:
From the graph, it is seen that most of the employees
were agreed with the statement that is 40% of the employees are agreed &
30% of them were strongly agreed with it but 30% of them were neutral
with this view.
Comment:
Here, we can understand that the learning objectives of training programs
of PBL are met at the end of the training program.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

64
7. 7.Do you believe that the training environment is conducive for the
learner?
Interpretation:
From the graph, it is seen that most of the employees were agreed
with the statement & some of the employees were disagreed with the
strongly agreed but only 10% of them were disagreed & 40% of them were
neutral with the statement.
Comment:
We can say that PBL’s training environment is relatively conducive in
nature as most of the employees are satisfied with their training
environment but some employees are confused & some others hold
negative perceptions about the
training environment of PBL.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

65
8. 8.Do you think that the training environment is important to deal with
challenges?
Interpretation:
From the graph, it is seen that most of the employees were agreed with
the statement & that they think training program is important to deal with
challenges. That is 50% employees were agreed & 50% employees were
strongly agreed with the statement.
Comment:
Here we can recognize that there exists an immense importance of
PBL training program to deal with challenges.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

66
9. 9.Training & development program is a routine activity to develop
employees”- Do you agree with the statement?
Interpretation:
From the graph, it is seen that most of the employees were agreed
with the statement while only one of the other employees were disagreed
with the statement. That is 60% of the employees were agreed & 10% of
them were disagreed with it. It was also found that only 20% of them were
in neutral position & 10% of them were strongly agreed with view.
Comment:
Here we can recognize that regular training program is essential for
developing employees performance level & skill in PBL.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

67
10. 10.Do you think that training can bring change in quality of
performance?
Interpretation:
From the graph, it is identified that all the employees were agreed with the
statement that training can bring change in quality of performance. That is
60% employees were agreed & 40% employees
were strongly agreed with the statement.
Comment:
With the evidence of the above table & graph, we can recognize that
training helps to bring change in quality of performance which is also
recognized by all the employees of PBL.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

68
11.Do you think that availability of feedback system is found in the
Prime Bank Limited.
Interpretation:
strongly agreed & 10% employees were in neutral position with this
statement.
Comment:
With the evidence of the above table & graph, we can undoubtly declare PBL
has a strong & effective feedback system regarding training & development
program.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

69
12. Do you think that performance appraisal system of the training
program is effective?
Interpretation:
statement. That is 40% employees were agreed & 40% employees were strongly
agreed but 20% of them were neutral with this statement.
Comment:
With reference to the facts of the above table & graph, we can be acquainted
with the statement that the performance appraisal system of training program in
PBL is effective to measure the performance of employees.
A:Agreed
SA: Strongly
Agreed
N: Neutral
D: Disagreed
SD: Strongly
Disagreed

70
3.12.Findings:-
In my research some major findings are identified regarding training& development
programs of the Prime Bank Limited are given below-
❖ Due to the short span of time & difficulty in procedure the Prime Bank Training
Institute sometime conducts training programs without proper need assessment but it
happens very seldom.
❖ To direct & develop the employees through training & development programs PBL
follow the decent policy which is capable to meet up contemporary demand.
❖ PBL follow punctuality in scheduling & arranging training program strictly.
● Almost all the employees of PBL are satisfied with the resource personnel for
conducting the training program of PBL.
● Training materials are not rich, available & understandable to all the employees
equally.
● The learning purposes of training programs are met at the end of the training program.
● PBL’s training environment is relatively conducive in nature, most of the employees
are satisfied with their existing environment but some employees are confused & some
others hold negative perceptions about the training environment.
● Maximum numbers of employees recognize the importance of training program to deal
with challenges.
● PBL believes regular training program is essential for developing
employees performance level & skill.
● Training helps to bring change in quality of performance to recognized by all the
employees of PBL.
● PBL has strong & effective feedback system.
● The performance appraisal system of training program in PBL is up to the mark to
measure the performance of employees.
● The overall training & development procedure of PBL is not wholly dynamic to meet
al the employees need & demand positively & equally through training & development
programs.

71
Chapter-4
Conclusion and
Recommendations

72
Conclusion:-
Banks play important role in the modern economy; Human ResourceManagement
issues play an important role in every organization & in the banks. No organization
can achieve its goals or can be good, until or unless it satisfies employees. Human
Resourceor organizational members play the role of the crew who convert goals
into the reality. In the banking sector, highly educated & strategic personnel are
required to create a competitive position & to retain it for the long time. Training,
the principle of equality, job satisfaction & career development are important in the
bank. The job satisfaction of the employees is more than moderate. Most of the
employees are satisfied here. The bank is also satisfied with its employees. Bank’s
salary is high but not highest in comparison with other commercial banks. Still
comfortable working environment, good interpersonal relationship, & the benefits
of the employees of the PBL are also satisfactory. Finally, the bank must introduce
a modern banking system, adoptnew technology, initiate new product, & train its
employees properly to do their job & keep employee satisfied. Bank’s performance
is good for its satisfied employees. The bank is on the right track. The bank’s HRM
policies are of course better, it has been able to satisfy the employee. Training is
only effective if each every component of training has been taken care of before,
during the training program. Each stage of training from planning to effectiveness
has its own significance & challenges which cannot be ignored neglected at any
cost. If the bank can turn employee into a resource by propertraining &
development programs, then the organizational goal can be achieved into its
desired level becauseemployee retention & overall efficiency of the organization.

73
Recommendations:-
As it is seen by all that the organizational & individual objectives are
corresponding. The accomplishment of both organizational & individual
objectives can be directed by training programs. Training & development make it
possible through optimizing the optimum utilization of human resources that will
inspire the employees to attain the organizational goals as well as their individual
goals. By studying & analyzing the current position of Prime Bank Limited’s
training & development program, some pitfalls are identified for which the
following recommendations can be suggested-
● Training need assessment should be conducted more strictly & if possiblemake
it mandatory.
● Resourceful, updated & clearly understandable training materials should make
available to all the employees those who are selected for training program.
● Initiatives should be taken to make the training environment more conducive to
all the employees.
● The training & development program should be organized & maintained as a
routine activity because employees efficiency in the workplace largely depends on
it & they also be able to review the training as a routine based work.
● The authority of PBL should make an effective reward system which will
encourage employees for attending the training program.
● Introduction of more training programs will be effective for sustaining
professional growth & development of employees.
References:

74
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Date:10.03.15 Time: 10:00 AM
2.http://smallbusiness.chron.com/improve-productivity-quality-2526.html, Date:10.11.15 Time:
10:00 AM
3. http://www.cliffsnotes.com/more-subjects/principles-of-management/productivity-and-
total-quality-management/productivity-and-quality, Date:12.11.15 Time: 01:00 AM
4. http://www.hindawi.com/journals/jqre/2013/752164/ , Date:10.11.15 Time: 10:00 AM
5. http://en.wikipedia.org/wiki/Beximco_Pharma, , Date:14.03.15 Time: 08:00 AM
6. http://www.superbrands.com/bd/images/PDF/08.pdf, Date:12.03.15 Time: 08:40 AM
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8. www.bddrugs.com/company_profile.php?nid=1, Date:10.11.15 Time: 08:40 AM
9. www.beximco-pharma.com/, Date:10.11.15 Time: 08:40 AM
10. http://www.paconsulting.com/our-experience/developing-a-new-concept-to-improve-
quality-of-data-and-productivity-of-the-laboratory-and-manufacturing-facility/ , Date:10.11.12
Time: 08:40 AM
11. http://www.pharmamirror.com/pharmaceutical-articles/embracing-quality-by-design-qbd-
in-pharmaceutical-industry/ ,Date:10.11.15 Time: 08:40 AM
12. http://smallbusiness.chron.com/improve-productivity-quality-2526.html,Date:11.11.15
Time: 08:40 AM
13. American Productivity and Quality Center: Process Classification Framework, ,
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