“Training and Development Process of Mercantile Bank Ltd”
2 .0 Introduction:
Training and development- In simple terms, training and development refers to the imparting of specific skills, abilities and knowledge to an employee. A formal definition of training & development is-attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. The need for training & development is determined by the employee’s performance deficiency, computed as follows-
Training and development needs=standard performance-actual performance Training is means operatives; on the other hand development means employees in higher position.
Importance of Training
The following are a few importance of training:
* To develop the skills of human resources.
* To prepare the employee as a valuable asset.
* To create positive attitude towards the responsibilities. * To provide necessary information to the management.
* To control wastage.
* Development of human relation
* To increase job satisfaction.
Training and development is needed because they enhance employees' skills and reveal hidden capabilities in the area in which they work. By training and developing workers, the productivity of a company can be increased and company growth in many areas can be realized. This increases company profitability and (hopefully) allows employees to make more money and rise in the company structure.
As an intern at the mercantile bank ltd, my duty was in the HR department. Having practical experience though this internship has enhanced my knowledge regarding the overall HR system in the mercantile bank ltd but more focus on training and development department. As I had real-life experience, I can focus on the training and development of the mercantile bank ltd and to show others that this is how the training and development is done in most of the bank in Bangladesh. This study is done in partial fulfillment for my Bachelors Degree. Though this is just partial, but it will help me to gain practical knowledge which I can implement in my future career, as well as in my real life. This work-study report will help my university faculties to understand the knowledge of training and development in a wide manner ensuring the difference between the theoretical knowledge and the practical implementations in the corporate world. I believe it to be a useful resource for others i.e. students, knowledge seekers, researchers and others, to have a brighter view of the HR practices in banks and to business in other sectors with similar hierarchy. 2.2 Background of the Organization
Mercantile Bank Limited was incorporated in Bangladesh on May 20, 1999 as a scheduled bank in the private sector. The bank went into commercial banking operation since June 02, 1999. The first branch was opened at Dilkusha Commercial area in Dhaka on the same day. They have 79 branches. The organizational structure and corporate governance of Mercantile Bank Limited strongly reflect its determination to establish, uphold and gain a stronger footing as an organization, which is customer-oriented and transparent in its management. . The bank provides a broad range of financial services to its customers and corporate cli
Will become most caring, focused for equitable growth based on diversified deployment of resources, and nevertheless would remain healthy and gainfully profitable bank. Mercantile Bank Limited aims to become one of the leading Banks in Bangladesh by prudence, flair and quality of operations in their banking sector. The bank has some mission to achieve the organizational goals. Some of them are- (1) Its aim is to ensure their competitive advantages by upgrading banking technology and information system. (2) MBL intends to...