1. Submitted by; Group: G 1

2. NAME: ID Md. Eiaheya Md. Fakhrul Alam Md. Fahim Hasan Md. Shahin mia Kanis Fatema Ratna 13202119 13102506 12102300 13202108 13102658 2 3. Company Outline Recruitment and Selection Training Process Performance Management Compensation and Benefits Recommendation and Suggestion 3 4. EBL is one of the largest private banks in Bangladesh. It operates through 220 fully computerized branches ensuring best possible and fastest services to its valued clients. The bank has more than 600 foreign correspondents world wide. Total number of employees nearly 3,562. The Board of Directors consists of 15 members. The bank is headed by the Managing Director who is the Chief Executive Officer. The Head Office is located at Banks own 18- storied building at Motijheel, the commercial center of the capital, Dhaka, Bangladesh. 4 5. Responsibilities of the employees of HR department. Name of the Head of HR Department: Md. Samsuzzaman khan. Written test, Outsourced by the Bangladesh Institute of Bank Management (BIBM). 5 6. Internal Sources: Promotion: Movement from a lower level to a higher level position. Transfer: One department to another without changing status. Employee referrals. 6 7. External Sources: Newspaper Advertisement Website Advertisement Job post on popular web portal (bd- jobs,com). 7 8. Reception of CV and Applications: CV Screening: To eliminate the applicants. Employment Test: Intelligence and aptitude tests: reasoning, vocabulary and verbal comprehension. Written Test: MCQ and Descriptive written part. 8 9. Interview: Oral examinations for candidates. Entry-level job position: General questions, questions about academic background, current national and global issues etc. Mid-level job positions: some additional questions based on the job description. (Banking and government policy etc.) Top-level job positions: Strategic planning, measuring the success etc. 9 10. The major types of training are: 1. Freshmen Orientation 2. On the job Training 3. Off the job Training 10 11. Freshmen Orientation: Freshmen orientation can solidify the new employees relationship with the organization. Heres how to make sure the orientation integrates new employees into the company and makes them feel comfortable and welcome. On the Job Training: a. Job Instruction Training is received directly on the job. It is use primarily to teach workers how to do their current jobs. b. Job Rotation: To cross train in the verity of the jobs, some trainers move a trainee from job to job. c. Coaching: In the coaching program coach attempts to provide a model for the trainee to copy. 11 12. d. Outdoor Training: A trend in employee development has been the use of outdoor training. The primary focus of such training is to trainees the importance of working together, of galling as a team. e. Committee Assignment can provide an opportunity for the employee to share in decision making, to learn by watching others, and to investigate specific organization problem. 12 13. Off the Job Training: a. Class Room or lecture is best use to create understanding of a topic or to influence attitudes through education about a topic. In its simplest form the lecture is merely telling some one about some thing. b. Video Presentation allows the trainee to be placed into a real-life job situation, solve a specific problem, and receive immediate feedback as to effective of the decision made. c. Laboratory Training designed the interpersonal skills, which can be help for future job responsibilities; its main form is sensitivity training which increases a persons sensitivity to other. d. Case Study attempt to simulate decision making situation that trainee might find on the job. The trainee must make certain judgment and identify possible solution to the problem. 13 14. 14 15. Goal Setting: They have a specific goal for each department. Some are for long period some are monthly. Every employee have a individual goal and a time limitation. In the limited time employee have to accomplished the goal. Mid-year review: The employee have to give a report on their work done to higher authorized through manager. Then they review the report of the employee. They cheek out whether the employee can accomplish the goal in the limited time or what are the abstract he face. 15 16. Year-End review: According to the monthly report manager make a final report on individual by reviewing whole year performance. Merit decision: According to the whole year performance, top level decide to give merit mark of individual employee. It has a influence to their promotion process and increase salary. Reward: Based on employees performance company give them reward which encourage them to do better in upcoming year. 16 17. Compensation is the total amount of the monetary and non-monetary pay provided to an employee by an employer in return for work performed as required. Compensation payments of EBL Bank: a. Bonuses b. Overtime pay c. Rewarding good work d. Health Insurance 17 18. a. Bonuses: They provide bonuses before different traditional or religion festival. b. Overtime pay: If the employee do work more than routine time, then he/she will get extra money. It will be the half of per actual work hour salary. c. Rewarding good work: According to the employees' performance, he or she will get reward. That can be money or any surprise for the employee. 18 19. d. Health Insurance: They also ensure the health insurance of their employee. e. Surprising tour: Every year in Spring session they arrange tour within our country for refreshing themselves. 19 20. The external recruitment and selection process of EBL should be improved by giving more information about them in online. Their providing information is not enough for knowing about their activities or their aim. In HR dept. they do not have retirement fund which is mostly needed for the employee for their future safety. A mid-level manager get only 120tk per hour. It needs to increase to 200tk per hour. They should ensure about the satisfaction of employees demand By providing salary scale. 20 21. They should give 80% money of actual work hour for overtime. Every year they can arrange a reward giving program for outstanding performance which help to encourage the employee. They can provide life insurance or group insurance for get rid of the risk. They can also provide Health insurance. The vacation for the employee should be 80 days per year. 21 22. 22 THANK YOU