BUS498, Section: 20

Internship Report on
Learning and Development Centre of
United Commercial Bank Limited

Submitted By,
Saiful Bari
ID: 153 1367 060
Bachelor of Business Administration
Major: Human Resource Management
North South University

Submitted to-
Shafquat Rafiul Alam (Sqt)
Lecturer, Department of Management,
School of Business and Economics,
North South University
Submitted on, April, 23rd 2020

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 Letter of Transmittal
April, 23rd 2020

Shafquat Rafiul Alam (Sqt)

Lecturer, Department of Management,
School of Business and Economics,
North South University

Subject: Submission of Internship Report on Learning and Development Centre of

United Commercial Bank Limited

Dear Sir,
I am a final year student from the Department of Management of School of Business and
Economics. According to our curriculum, we are required to complete an internship in an
organization.

With due respect, I would like to notify you that, I am very much pleased and obliged to
submit the internship report on the Learning and Development Centre of United Commercial
Bank Limited. I have given my effort at my best to make an effective report which will
enhance my knowledge. I also have prepared a comprehensive report within the period I was
provided to prepare it. I am very much grateful to you for guiding the preparation of this
report. During the internship, I have gathered lots of knowledge about how the authority
enhances the performance of the bank by giving training and workshop to employees.

Because of the current situation of the pandemic, I could not complete the required times that
I had to do the internship. I, therefore, request you to accept this report on my internship at a
leading commercial bank and give me such suggestions.

Sincerely Yours,

Saiful Bari
ID: 153 1367 060

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 Student’s Declaration
I, Saiful Bari, student of Business Administration, North South University, hereby state that

this report on the Learning and Development Centre of United Commercial Bank Limited

(Corporate Branch). has been prepared by me. While preparing the report I have not breached

any copyright act intentionally.

Moreover, I like to notify you that because of the current situation of the pandemic COVID-

19, I could not complete the required mouth I had to do the internship program.

I also like to confirm that the report is entirely prepared for my academic requirement not for

any other purpose.

Sincerely Yours,

Saiful Bari

ID: 153 1367 060

Bachelor of Business Administration

Major in Human Resource Management

North South University

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 Acknowledgment
First of all, I remember Almighty Allah for helping me to successfully prepare this report. I

am thankful to the United Commercial Bank Limited authority and co-workers that have

assisted me by giving efficient preferred information from their portal. I shall have to put my

all respect and appreciation for the consideration and co-operation which is given to complete

my project work assigned to report on the topic “Learning and Development Centre

activities of United Commercial Bank Limited”.

I express my profound thanks to Shafquat Rafiul Alam, Lecturer, North South University,

for being a co-operative and very accommodating advisor and providing me appropriate

direction in carrying out my Internship Report, as a part of the obligatory prerequisite for the

Bachelor of Business Administration Program.

I heartily thank all the officials of UCBL who directly or indirectly provided me their support

in this regard.

Last but not the least; I would like to give thanks to my parents for making me what I am

today. Humble thanks to all of my other family members who gave me physical,

psychological, and economical supports to complete my BBA Program. I enjoyed a lot every

moment of my internship period. I hope that it will help me in my future professional work.

Moreover, I like to thank everyone who helped me for preparing this report and making it a

memorable journey.

United Commercial Bank Limited is not an exception to the dynamic world of business

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 Executive Summary
United Commercial Bank Limited is not an exception to the dynamic world of business

where they stand with a mission of “United We Achieve”. One of the premium financial

institutes of the country targets to show excellence by a motivated and well-trained workforce

with a comprehensive career.

Human Resource activities are one of the major activities in any commercial bank as human

capital is the major asset. Reducing employee turn overrate proves the recruitment and

selection process of United Commercial Bank Limited is an ideal example and they recruit

the right person for the right position. After recruiting, to evaluate an employee’s

performance in their sector, performance appraisals are held every year. Depending on that

performance, an employee can create a chance for promotion as well as can get a boost in

their salary.

To enhance the performance of their employees, UCB has its training division at Corporate

Office which is named as Learning and Development Centre. Moreover, UCB also arranges

different training courses to enrich the performance of their employees a bit more. As a

result, their employees always feel enthusiastic and always remain up to date with the current

world. United Commercial Bank Limited, Human Resource division is focusing on employee

development by creating an ideal place for learning and development of the internal

employees the related activities thoroughly. An excellent team of LDC coordinators of the

HR division conducts all the training and workshop related issues. Their dedicated work

makes them possible to get suitable people for suitable positions. They maintain an actual

flow of each and every step of nominating employees, selecting internal resource person for

learning and development.

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 Table of Contents
Letter of Transmittal......................................................................................................................2
Student’s Declaration....................................................................................................................3
Acknowledgment...........................................................................................................................4
Executive Summary.......................................................................................................................5
Table of Contents..........................................................................................................................6
Chapter 1: Introduction.........................................................................................................................8
1.1: Introduction................................................................................................................................8
1.2: Origin of the Report....................................................................................................................9
1.3: Objectives of the Report...........................................................................................................10
1.4: Scope of the Study....................................................................................................................10
1.5: Methodology of the Study........................................................................................................11
1.6: Limitations of the Study............................................................................................................11
Chapter 2: Background of UCBL...........................................................................................................12
2.1: Historical Background...............................................................................................................12
2.2: Vision........................................................................................................................................13
2.3: Core Values...............................................................................................................................13
2.4: Business Motto.........................................................................................................................13
2.5: Strategic Priority.......................................................................................................................13
2.6: Branches and Network.............................................................................................................14
Chapter 3: Human Resource Management Division of UCBL..............................................................14
3.1.1: Recruitment/Acquisition........................................................................................................15
3.1.2: Factors to be considered for the Recruitment of UCBL:........................................................15
3.1.3: Sources of recruitment:.........................................................................................................16
3.1.4: Observation Period (OP)........................................................................................................16
3.4: Gradation of Employee:............................................................................................................17
3.5: Type of Leave............................................................................................................................18
3.6: Salary........................................................................................................................................18
3.7: Allowances and Fringe Benefits................................................................................................19
3.8: Reward and Recognition...........................................................................................................19
3.9: Performance Appraisal.............................................................................................................19
Chapter 4: Learning and Development Center (LDC) of UCBL.............................................................20
4.1: Employee Training....................................................................................................................20

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 4.2: The bank follows both on-the-job and off-the-job training:.....................................................20
4.3: Evaluation methods:.................................................................................................................21
4.4: Determining Training Needs:....................................................................................................21
4.5: On-the-job Development:.........................................................................................................22
4.5.1: Executive Development Program:.........................................................................................22
4.2.3: Job Rotation:..........................................................................................................................22
4.3 Training Intention......................................................................................................................23
Chapter 5: Coordinators of Learning & Development Center..............................................................24
5.1: Major Duty List of Officials for 2019.........................................................................................25
Chapter 6: Major Topics......................................................................................................................27
Chapter 7: Conclusion..........................................................................................................................32
Chapter 8: References (A-Z).................................................................................................................33
23090184, E. (n.d.). Some Recent Trends of Bangladeshi Commercial Banking System.Retrieved April
22, 2020, from
https://www.academia.edu/6618194/Some_Recent_Trends_of_Bangladeshi_Commercial_Banking_Sy
stem.....................................................................................................................................................33
Chapter 9: Appendix............................................................................................................................34

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Chapter 1: Introduction

1.1: Introduction

To complete the academic requirement according to Bachelor of Business Administration

curriculum, students of North South University have to complete their internship to gather

practical experience which will enable them to relate the bookish knowledge and theories

with practical knowledge and help them to prepare a bridge between them by working

professionally.

Interns are generally placed according to their major subject. I decided to take an internship

in United Commercial Bank Limited as being a student majoring in Human Recourses to

apply my academic knowledge in a proper environment. I started my internship at - United

Commercial Bank Head office, Dhaka on 9th February 2020. Throughout my internship,

Shafquat Rafiul Alam, Lecturer, Department of Management was my academic supervisor. A

report on a specific topic is a major part of the internship program to complete the internship

program and as such, I was eligible to prepare a report on the major activities of the

“Learning and Development Centre of United Commercial Bank Limited”.

A Bank generally is a financial institution which deals with money between two parties.

Though, not all the banks are the same. There are different types of banks: co-operative banks

retail Banks, investment banks, credit unions, shadow Banks, and commercial banks.

Bangladesh is a very fast developing country, and because of its transitional role between

parties, the banking system occupies one of the vital roles in a country’s economy. Moreover,

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as technology uses are gradually increasing in the workplace, the activity levels of banks are

getting diverse day by day. As we know ready-made garment plays a major role in the

Bangladesh economy, the entire local companies must give their hands to support them. Just

like the same UCB’s one of the major side of work to confirms distribution and re-allocation

of assets and keeps up the motion of the clients. As an intermediary, UCBL stands between

two clients those who invest capital and debtors who need capital. It gathers an asset for both

the governmental and private sectors and provides inventive answers to meet the

requirements of entrepreneurs and government agencies.

The banking industry has faced enormous expansions from the 1980’s. Private Banks have

entered the banking industry, and the microfinance banks started to grow faster after the

numbers od companies and multi-international joined the market, which has provided

assistance to meet the needs of poor citizens. The United Commercial Bank (UCB)

was incorporated in Bangladesh on 26th June 1983 under the companies Act 1994 as a

banking company. I worked in the Learning and Development Centre which is a wing of the

human resource management division of this bank. This allowed me to know more about

training based knowledge.

1.2: Origin of the Report

I have completed the internship program under the course of BUS498 and this report is

prepared as a part of my internship. I worked and learned a lot of things by doing the

internship program at UCBL. This assignment is composed of the relevance of practical

knowledge and experience of corporate life. I got the opportunity to complete my assignment

in United Commercial Bank Limited, Head Office, Gulshan 1, Dhaka. It was a three-month-

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long program. Though, I could complete the program due to the public holiday starts because

of the pandemic.

1.3: Objectives of the Report

General objective:

 The explanation of the range of tasks and duties of “Learning and Development

Centre of United Commercial Bank Limited”

 As I completed my BBA as an HRM major; I could apply a general comparison

between real-life learning and theoretical bookish learning according to me.

Specific objective:

 How I applied hypothetic theoretical knowledge in real-world field

 The way I observed the purposes of training and workshops in banking

 It provides an elaborate idea about how the human resource department

commercial bank works

 It gave me a chance to understand inside banking procedures

 To gain practical experience that will help us in our future life

 Understanding how other departments and chain of commands function

 How to deal with problems of the bank and the ways to solve the problems

1.4: Scope of the Study

This report is based on my practical work experience with the bank. It also helped me as a

student to reduce the distinction between realistic and hypothetical knowledge. This report

significantly helped me a lot to understand the atmosphere and environment of a real-life

workplace. As I am an internee of UCBL, I have access to many different sectors like

preparing and maintaining a training database, compile various evaluation sheets, etc.

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1.5: Methodology of the Study

I have designed the methodology of the study in the following way:

 Primary Data Sources: As I worked in the department for two months, I got the

chance to inspect different tasks; talking with employees in the bank and organized

and planned analysis are the main resources. Also, I fulfilled daily regular tasks.

Observations of daily conversations of employees were done to identify the execution

and control and monitoring process of the UCBL.

 Secondary Data Sources: Brochures and instructions of UCBL, websites, and

different journal publications of Bangladesh Bank and annual reports are the

secondary data sources.

1.6: Limitations of the Study

It was a great opportunity for me to work at the Learning and Development Centre of United

Commercial Bank Limited during my internship period. As I was an internee at there, I got a

big chance to know the actions and behaviors of the training system, especially UCBL. None

the less I had to face some obstacles while doing this report. Some of them are given below:

 Lack of Time: As there were only three months to complete the report, it was almost

impossible to cover the performance of the bank training fully, where a regular

employee gets awarded after 1 or 2 years of his probationary period. Also, training

takes place throughout the whole year, so I couldn't experience all types of training in

this time frame.

 Inadequate data resources due to high privacy: As it was a bank, the

confidentiality level was high as well, so I could not access all types of information

and summarize them properly. I had to make some assumptions due to limited

information, so there may be some personal mistakes.

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  Lack of experience: It was my first time, reporting on a bank’s training system in

practical corporate life. So that my limited experience in a company was the main

obstacle to this study.

Chapter 2: Background of UCBL

2.1: Historical Background

United Commercial Bank Limited was started as a public limited company under the

Companies Act back in 1994. UCBL follows law rules and regulations were established

under of Bangladesh bank and the Bank companies’ Act 1991, on the 3rd June 1983, the

founder chairman and the leader of that time during the leadership of Late Mr. Shahjahan

Kabir. He was founder chairman with the long dream of a commercial bank which would

contribute to the socio-economic development of Bangladesh

To get the dream done few highly qualified and successful entrepreneurs joined the as a

chairman. The government contributed to United Commercial bank Limited along with some

self-motivated and hardworking entrepreneurs and distinguished industrialists of the country.

It was formed as a public company in Bangladesh on the 26th of June, 1983 under the

company Act 1994 and listed in Dhaka Stock Exchange limited on the 30th November, 1986,

and Chittagong Stock Exchange Limited on the 15th November, 1995.

Mrs. Rukhmila Zaman, wife of Saifuzzaman Chowdhury, the land minister of

Bangladesh is the current chairman of UBCL.

Source. https://www.ucb.com.bd/

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2.2: Vision

To be the bank of the first choice through maximizing value for our clients, shareholders &

employees and contributing to the national economy with social commitments.

2.3: Core Values

There are some core values of UCBL as follows:

 We put our customers first

 We emphasize on professional ethics

 We maintain quality at all levels

 We believe in being a responsible corporate citizen

 We say what we believe in

 We foster participate management

2.4: Business Motto

The corporate motto of UCBL is –

“United we achieve.”

2.5: Strategic Priority

Strategic objectives ranked by their importance in achieving the strategic goals. All

subsequent operational or tactical planning and resource allocation are based on strategic

priorities.

Source. https://www.ucb.com.bd/

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2.6: Branches and Network

UCBL always put utmost importance on the client service. To make customer service more

available to the customers' bank continued its personalized approach to improving services.

Presently the number of branches stands at 195 covering almost all the important places in

the country.

Till now UCBL has arranged several exchange houses in Singapore, U.A.E, Oman, Qatar,

and Kuwait to facilitate remittance from expatriate Bangladeshi’s.

Chapter 3: Human Resource Management

Division of UCBL

Human Resource Management is concerned with the employee's dimension in Management.

The success of any organization depends on the proper, efficient, and effective management

of its human resources. It is the process of four major functions:

 Recruitment/Acquisition

 Maintenance

 Training & Development

 Motivation

This will help the organization achieve its overall corporate objectives. With that end in view,

the HR division has two broad wings:

a) Administration Division

b) Training Institute

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The total human resource of the bank is acquired, retained, administered, and developed by

the Human Resource Policy Guidelines, Head Office Instruction Circulars, and Amendments

made from time to time by the competent authority.

3.1.1: Recruitment/Acquisition

Recruitment and selection are the key organizational activities. Staff recruitment needs to be

based on transparent, objective, and accounting procedures. Therefore, the incumbent is taken

through advertisements through the press and drop-in CVs. A well structured and systematic

selection procedure is followed to get the most suitable candidate based on merit,

competence, and/or experience.

3.1.2: Factors to be considered for the Recruitment of UCBL:

 Organizational goals and business plan/activities.

 Size and dimension of organogram of the bank.

 The existing number of branches/zonal offices/divisions at head office and their

expected increase in the future.

 Volume and types of services currently rendered by the bank.

 Expected future planning in respect of opening new branches, future up-gradation of

branches, the introduction of new products, the extension of existing service, etc.

 The yearly average number of Staff/officers/executives going on

normal/voluntary/forced recruitment as well as reduction of employees through

termination, dismissal, resignation & death.

 Frequency of promotion at different grades and the expected up-gradation of different

categories of staff.

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3.1.3: Sources of recruitment:

1. Internal search

2. Advertisements

3. Employee referrals

4. Universities and specialized institutions

5. Job fair

6. Walk-in Applicants

7. Business consideration

3.1.4: Observation Period (OP)

All officers on probation shall remain on probation for 1 (one) year which may be extended

by the management if the officer on probation fails to show satisfactory performance.

However, in case of extraordinary candidates o excellent performance shown during the

period, the period of probation may be reduced as deemed fit by the management. On

satisfactory completion of the probationary period, officers on probation will be eligible for

appointment or confirmation to respective posts. After satisfactory completion of the

probationary period, management training officers will be absorbed/ confirmed as a senior

officer.

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3.4: Gradation of Employee:

The bank is run by the management headed by its Chief Executive Officer/Managing
Director. The employees of the Bank shall be classified and designated as under:

9
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3.5: Type of Leave

The following kinds of leave may be granted to an employee:

 Earned leave

 Casual leave

 Advance leave

 Sick leave

 Extraordinary leave

 Special disability leave

 Quarantine leave

 Study leave

 Maternity leave

 Mandatory leave

3.6: Salary

Substantive pay and allowance shall accrue from the commencement of the active service of

an employee and shall generally become payable on the last working day of each month in

respect of activities performed during the month.

Substantive pay and allowance will be governed b part 7 of the policy. Lave and leave pay

will be governed by part 6 of the policy.

Substantive pay shall be fixed either according to:

 In an incremental scale fixed for a post of appointment or

 Fixed pay for the holder of the post

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3.7: Allowances and Fringe Benefits

 Fringe

 Medical Facilities

 Provident Fund:

 Gratuity:

3.8: Reward and Recognition

 Festival Bonus

 Performance Bonus

 Entitlement

 Leave Fare Facility Scheme

 Staff House Building Loan Scheme

 Personal Credit Scheme for Bank’s Employees

 Car Loan Scheme for the Executives of the Bank

 Hospitalization Scheme for Employees of the Bank

3.9: Performance Appraisal

The bank has a confidential performance appraisal system based on attributes/personal traits

and performance against verifiable objectives. Performance appraisal will be used for:

1. Identifying areas where development efforts are needed.

2. Reward allocations, like sanctioning increments, the entitlement of bonus, cash

incentives.

3. To find out Suitability for shouldering new or additional responsibilities. or

promotion in the higher grade.

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Chapter 4: Learning and Development Center

(LDC) of UCBL

4.1: Employee Training

The bank is very keen to develop its human resources and always endeavors to enhance its

efficiency up to the desired level. The bank has a training center headed by a First Vice

president, Abul Ali Ahad to impart training for the executives, officers, and staff of different

levels.

Training is a learning experience that seeks change in an individual that will improve his or

her ability to perform the job.

The UCBL training program should be consistent with the following principals:

 Learning is enhanced when the learner is motivated.

 Learning requires feedback.

 Practice increases a learner’s performance.

 Learning begins rapidly and then continues overtime.

 Learning must be transferable to the job.

4.2: The bank follows both on-the-job and off-the-job training:

 On the job training includes job rotation, apprenticeships, and job instruction

training.

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  Off-the-job training includes lectures, case studies, conferences, films, simulation

exercises, and programmed instruction.

4.3: Evaluation methods:

 Reactions of participants or managers

 Test-retest method

 Pre-post performance method

 Experimental-control method

4.4: Determining Training Needs:

The management determined the training need based on:

1. Organization goal

2. Launching new products or ideas

3. Tasks need to be completed to achieve these goals

4. Behavior is necessary for each job incumbent to complete the assigned tasks.

5. Deficiencies, if any, the incumbents have in the skills, knowledge, or attitudes

required to perform.

6. Training needs will be identified and individuals will be nominated to various

programs of the following:

a. Induction/Foundation for the new entrants

b. On the job training

c. Function-based skilled training

d. General management training

e. Training on information technology.

f. Other customized training

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4.5: On-the-job Development:

The development of a manager’s abilities takes place on the job. On-the-job rotation through

posting in different operational areas of banking and through committee assignment etc. is

followed in the bank.

4.5.1: Executive Development Program:

 The bank has several training schemes to develop its senior officers and executives:

 Holding a workshop to discuss the applications of different modus operandi or

implementation of new systems, ideas, manuals, etc.

 Holding of seminars to analyze corporate performance level and discuss performance

budget, different strategies for the achievement of corporate goals.

 Except for in-house training facilities, executives may be sent to different professional

training institutes like BIBM, FBCCI, ACCI, BBTA, SEDF, and other local foreign

banks and other institutions home and abroad to attend the training course, workshop,

and seminars, etc.

4.2.3: Job Rotation:

Job rotation involves the movement of employees between tasks either on a long term basis

or for a very short period. Job rotation also represents useful techniques for developing

managers. In addition to increasing the manager’s experience and allowing the manager to

absorb new information, it can also provide excellent opportunities for a more comprehensive

and reliable evaluation of the manager by his or her supervisors.

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4.3 Training Intention

United Commercial Bank, a firm committed to the economic and social development of

Bangladesh. The rights and the responsibilities of all stakeholders as well as the Bank’s

position as regards the social development of its human resources are spelled out in the

Training Policy. To enhance the effectiveness of the working process, all employees must be

aware of the guidelines and concepts of the processes.

How the business objectives of the Bank are achieved depends primarily on the values and

culture of the Bank. To develop this culture into the employees and to continuously enhance

their efficiency, UCB plans and organizes various training and workshops sessions, be it in

house/external local and foreign.

Though training bank reflects its intention to –

a. Develop employees and organizational capacity to improve processes and services

provided.

b. Enhancing a culture of continuous learning for the development of individuals and

the Organization.

c. Ensure that training translates into improved and ethical work practices at the

workplace, etc.

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Chapter 5: Coordinators of Learning &

Development Center

United Commercial Bank Limited

Additional Managing Director, HRMD
Organogram of the Learning & Development
Center
Senior Vice President
&
Head of Learning & Development Center

First Assistant Vice

Assistant Vice President
President

Executive
Senior
Officer
Officer

5.1: Major Duty List of Officials for 2019

 Abul Ali Ahad,

SVP, Head of Learning & Development Center.

Ensuring Training Need Assessment (TNA)

Introduce new Training Courses

Question Bank Management (Creating & Updating)

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 Overall Supervision

 Tahsin Jalil Chowdhury,

First Assistant Vice President

Training Plan and Budgeting

Facilitating Training on Foreign Trade & Foreign Exchange LVL-I.

Credit Management (Level-II) Focusing Management of Non-Performing Loans:

Case-based Analysis.

Training/Workshop on "RMG Financing".

Trainers Development Program.

Develop & Coordinate E-Learning Programs.

Organizing Leadership Development Programs.

Coordinating Training on “Computer Literacy: Focusing MS Office”

Coordinate Functional Excellence Programs for Cards Operation, Upay, Audit

Division, RMG, ITD

Design/Review Training/Workshop Curriculum.

New Projects as initiated by HoLDC.

Training Calendar Maintenance &Administer/Monitor LDC activity log.

 Akramul Haque,

Assistant Vice President

External (Local)Training Management

Facilitating Training on Credit Management Level-I

Credit Management (Level-II) Focusing Credit Appraisal and Management

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 Credit Management (Level-II) Focusing Laws Relating to Loan

Documentation & Recovery

Foreign Trade & Foreign Exchange (Level-II) Focusing on International Trade

Payment & Finance.

Organize Workshop on Customer Service Excellence

Team Building Programs

Coordinating Training on “Business English Proficiency”

Coordinate Functional Excellence Programs for CRMD Retail, Retail

Business, Risk Management, ICCD& FAD.

 Sadia Afrin,

Executive Officer

Facilitating General Banking (Level-I) Training.

Facilitating Foundation / Refreshers course for Cash Officials

Coordinating Induction Programs

Coordinate Workshop on SME Business

Coordinate Functional Excellence Programs for SME Business Division,

BOD-Central Support Monitoring Division, AML, SME-CRMD

Inventory Management of LDC

Library Management.

Training on “IT Security & Fraud Prevention in Banks”

Credit Management (Level-II) Workshop on o Mortgage Documentation

 Feroze Ahmed Bhuiyan,

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 Senior Officer

Facilitating Foundation Training Programs

Maintain Training Database(Manually & through Sylvia)

Assisting E-Learning Programs

Coordinating Functional Excellence Programs for BOD, CRMD & SAMD

CBS Refresher Training

Coordinate Cross-Functional Training

Chapter 6: Major Topics

Anti-Money Laundering

In this technical era, money laundering and terrorist financing are increasing day by day. Anti

Money laundering training can save potential damages.

Asset Liability Management

Learn how to identify measure and manage the interest rate risk, credit risk, and liquidity risk

on the balance sheets of firms, with particular emphasis on the balance sheets of the financial

institutions.

Basic Computer Training

Computer training is a related topic to the computer which helps to introduce to software,

database management, networking, and more.

Branch Management

A branch management courses teach an executive who is in charge of a particular location, or

branch office, of a bank or other financial services company.

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Credit Management

Whether new to credit or an advanced practitioner, a risk professional, or an investment

manager, Euro money offers up-to-date, practical credit training run by expert instructors.

Cross-Functional Training

Cross-functional training is a great motivator instrument for LDC – it lends a sense of

security and trust for employees that their employer tritely cares for them.

Foreign Trade & Foreign Exchange

Foreign trade and foreign exchange play an important role in the balance of trade and our

economy. Banks play an important role as deals with money transactions.

Foundation Training Course

In a foundation training course participants have to learn three basic concepts- i) General

banking, ii) Credit management, and iii) Foreign Trade and Foreign Exchanges.

Training on General Banking

General banking training is a course to educate employees to manage deposit cash, bills

management, account opening, instrument handling, customer services, and locker facilities

of the bank.

Human Resources Management

Human resource management is special training for the HR department of UCBL.

Information Technology

Information Technology courses are consist of MS Office software.

Internal Control & Compliance

This training course aims to provide a complete overview of a bank's internal activities.

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Risk Management

Risk management training teaches the central aspect of modern business operations and is

used to identify, assess, and prioritize risks within a business.

Sales and Marketing

A Program which provides training for career success in the vital fields of sales and

marketing, and the skills needed for success in marketing and sales for the employee while

giving satisfying service to customers.

Soft Skills

Soft skills course is a compound of six basic terms- business communications, public

speaking, critical thinking and problem solving, teamwork, and visual presentations.

Training for BSA

The duties of a system administrator are wide-ranging and vary widely from the womb to the

tomb.

Training of Trainers (ToT)

Training is a process of acquiring knowledge, skills, and attitude that are needed to fill the

gap in between. In this course, trainers are taught how to take training classes.

Training on Account Opening

An account opening course teaches the employees how to open all types of bank accounts

correctly and efficiently. Also, employees get to know the benefits and purpose of each bank

account.

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Training on BACH, BEFTN & RTGS

BACH, BEFTN & RTGS are the terms that are used in context to bank transactions.

Bangladesh Bank introduced the terms not long back, in which employees should learn how

those systems work.

Training in Business Communication

Recognize the basic components of terminology is important for all employees. Understand

data, information, and file management. Create documents using Word Processor,

Spreadsheet & Presentation.

Training on Centralized Trade Operations

Our CTP training is running with a team of dedicated bankers who are well conversant in

handling Import Documentary Collections, Advising & Transferring LCs, Purchasing, or

Negotiating Local & Foreign Export Documents.

Training on CIB Reporting

Formal information exchanges help lenders to identify good borrowers, thus reducing the

incidence of adverse selection. The practical consequence is better to risk management,

which enables banks to avoid risky large loans and increase their lending volume.

Training on Credit Documentation

The correct documentation of credits is very important for keeping the credit database.

Training on Customer Service

High-quality customer service and effective complaints are essential for any service. This

course teaches how to deal with customers.

9
ICCD/Audit/Compliance

This course is designed for the Internal Control & Compliance Division sets out an audit &

inspection plan for the year, which is approved by the Managing Director and has the

concurrence of the Board Audit Committee.

Laws / Legal Issues

Govt. laws and legal issues are an important aspect for banks’ employees to follow.

Training on Leadership

A great way for managers at all levels to improve their capabilities, inspire their teams, and

achieve outstanding business results is through leadership skills training. Successful leaders

can transform organizations, enhance value creation, create efficiencies, and engage their

employees to deliver better results.

Training on Retail Banking

Retail banking training is to train employees to deal with consumers' banking or personal

banking, is banking that provides financial services to the general public.

Training on SBS Reporting

Here you may find SBS reports promoting measures and best practices for SBSs.

Training on SME Business

We believe each bank/financial institution shall follow a business strategy in financing SME

loans with the least formalities in executing documentation to ensure easy access for SME

businesses.

9
Chapter 7: Conclusion

Training and development are vital for progressive organizations. It is a fact that poorly

trained employees can pose a serious operational risk and threat to the very existence of

banks. Therefore, banks need to pay due attention to the training and development of their

employees.

Accordingly, to establish a continuous learning atmosphere and encourage the banks to

enhance the overall capacity of their employees, banks are advised to implement the

following specific parameters/guidelines.

To have a greater outlook in the banking arena and sharpen skills the executives and officers

of different stages are sent for overseas training at bank’s expense or sponsored by any

organizations to be acquainted with more advanced technical know-how. For all levels and

categories of executives, computer literacy is compulsory. The bank has launched a staff

enrichment program. The training of the executives in the computer will be a continuous

process.

The sad part of the internship that, I could fulfill the duration due to the pandamic.

9
Chapter 8: References (A-Z)

23090184, E. (n.d.). Some Recent Trends of Bangladeshi Commercial Banking

System.Retrieved April 22, 2020, from
https://www.academia.edu/6618194/Some_Recent_Trends_of_Bangladeshi_Commercial_Ba
nking_System

What are strategic priorities? definition and meaning. (n.d.). Retrieved April 22, 2020, from
http://www.businessdictionary.com/definition/strategic-priorities.html

Training and Development Methods: Employee Training Methods: - The Most.

(n.d.).Retrieved April 22, 2020, from https://www.scribd.com/doc/20912988/Trainingand-
Development-Methods-Employee-Training-Methods-The-Most

United Commercial Bank Limited . (n.d.). Retrieved from

https://www.ucb.com.bd/

wikipedia. (n.d.). Retrieved from wikipedia:

https://en.wikipedia.org/wiki/United_Commercial_Bank_Ltd

wikipedia. (n.d.). Retrieved from Training and Development :

https://en.wikipedia.org/wiki/Training_and_development

(n.d.). Retrieved April 22, 2020, from

http://www.sbp.org.pk/bprd/2016/C12.htm

9
Chapter 9: Appendix

I was given the task as a fresh blood to make a draft TNA

policy; given below- (Suggested training policy)
1.1 TNA can be done based on organizational analysis; and chanthe ge in working
process.
1.2 Performance analyses, content analysis, training suitability analysis are the key
indicator of TNA.
1.3 TNA can be done by person analysis though direct observation or interview.
1.4 In case of any new product or process introduced to UCBL, training may need to the
required personnel.
1.5 Branch managers should inform LCD coordinators if any employees previously attain
promotion without the regulated number of tracoursescourse.
1.6 All Officer level employees have toa pass certain number of course according to
policy.
1.6.1 All the Junior Officer should do the Foundation Training Course to be eligible for
next level promotion. Moreover, all the Junior Officers must attend at least 4
trainings/workshops per year.
1.6.2 All the Senior Officers must have to attend at least 4 trainings/workshops annually.
1.6.3 All the Executive Officers must have to attend at least 4 trainings/workshops
annually.
1.6.4 All the Senior Executive Officers must have to attend at least 3 trainings/workshops
annually.
1.6.5 All level of vice presidents (AVP, FAVP, VP, FVP, SVP, EVP & SEVP) must fulfil the
criteria of leadership and branch management trainings within 6 months of getting
promotion.
1.7 According to requirement of banking process, Human Recourse Management
Division, authority & LDC coordinators can design any sort of training program for
the required personnel.

9
 I was invigilating the examination hall

Weekly Journal – 1

Name of Intern Saiful Bari

Student ID 153 1367 060
Name of the Organization United Commercial Bank Limited
Department Learning & Development Centre,
Human Resource Management Division

9
 Faculty Advisor Shafquat Rafiul Alam
Date of Journal Submission 15th February 2020

Introduction

As I did not have any previous experience of working in a corporate office before, the week
was full of nervousness but I was very excited as well. I have received my offer letter from
United Commercial Bank Limited (UCBL) on the 5th of February and they asked me to join
on the 9th February. I am doing my internship as a HR intern in the Learning & Development
Centre (LDC), which is one of the important wings of Human Resource Management
Division. Employees from all the branches of UCBL come here for the required internal
trainings. LDC is located in the 8th floor of UCBL principal branch.

Work Done

9th February Sunday

This was my first day at office. So I went to office at 10am sharp. First, I met with my
supervisor Abul Ali Ahad. He is the Head of Learning & Development Centre and the Senior
Vice President of Human Resource Management Division. He is a very funny person as well
as very professional.

Then he called Akram bhai (Officer) and told him to give me a tour to the LDC and tell me
the procedure of works here. He introduced me to the other employees and stuffs. Moreover
he shared about the current activities, courses and examinations schedules of the LDC. Also
he gave me an idea what types of work I might have to do.

10th February Monday

On Monday, I went to work on time. A new training program will start from 16th of February
to 20th February on Cash Officers. So Sadia Afrin (Senior Officer) madam gave me a task to
make 35 phone calls to the branch Operation Managers (OM BCO) to remind and get the
confirmation whether the employees are coming to LDC or not.

Later, I examination of a Fundamental Training Course were going on. I was asked to
invigilate the examination hall by my supervisors.

9
 11th February Tuesday
11th February Tuesday That was my third day at office. My supervisor asked me to learn
about the all departments at UCBL and their works and the basic trainings they have to do.
He also told me to go first floor; and learn and observe how a bank account.

Later on that day, Feroze bhai (Executive Officer) forwarded me some sample invitation
letters and asked me to make a draft email for the upcoming Training on Credit
Documentation.

12th February Wednesday

I knew, on Wednesday an examination will take place at LDC. I was the on charge of
invigilator of the examination. Also I made 25 phone calls on behalf of Akram sir for the
upcoming training

Today my supervisor Abul Ali Ahad sir gave me a big database of Individual Training
Course History since 1990 to January 2020. As those data are managed by many employees,
those needs to be modify and so Ahad sir asked me to bring those data into one format so that
information can be found easily.

13th February Thursday

I was very confused how to manage those big data base. I asked Feroze sir to help. He
showed me how to work in PivotTable in Microsoft Excel. Things became much easier now.
At the very first day I supervisor told me to make a list of books in the LDC library. So had to
spend long hours in the LDC library and prepare list of books of different categories.

Learning and Achievement

Organizations rules and regulation.

PivotTable in MS Excel as I mentioned before.

Observation / reflection

I got know about the function, responsivity and the chain of command of the LDC.
Most of the data bases are kept in the Microsoft Excel.

9
 Working environment is very friendly especially with co-workers; no distance between
senior and junior. But big distance between employees and stuffs.

No notable incident to mention this week.

Weekly Journal – 2

Name of Intern Saiful Bari

Student ID 153 1367 060
Name of the Organization United Commercial Bank Limited
Department Learning & Development Centre,
Human Resource Management Division
Faculty Advisor Shafquat Rafiul Alam
Date of Journal Submission 22th February 2020
Introduction

As the second week of my internship, I was very much aware of my work load would be
given to me. Therefore, I had a mindset as well as mentally prepare to work under pressure.
I almost forgot that death is chasing us. First working day of my second week, Sunday, I was
not able to come to work as a very close school friend of mine left the world in a terrible road

9
accident. I requested my supervisor for the leave though email and he accepted the leave
instantly.

Work Done

17th February Monday

On Monday, I came to office at 10 am sharp. Firoze bhai asked me to make a list of the
trainers and their payment in an excel worksheet. More or less 400 hours of training/
workshops are done in LDC this year- 2020. In total- 89 internal, external and overseas
trainers conducted training/ workshops sessions this year. So I made a list of that. Later on
that day I was the in charge of invigilator of the examination on general banking batch-1.

18th February Tuesday

Next day, I went to the office the same time in the morning like every day. Now I am much
more comfortable with my co-workers. I have some routine works to do in office now. Main
thing I have to do is helping my co-workers to give inputs in MS Excel for keeping records.
They have to keep a lot of log files to keep things recorded.

19th February Wednesday

As I will have to reorganize LDC library I have started a survey “What book you need in the
LDC library”. So I printed a page and put that in every table so that know that what
type/which book they need here.

Another special training program will be held at LDC, which is a very interactive workshop-
TOT- Training of Trainers. So my co-workers had a small meeting where they asked whether
I have any new idea.

26th February Thursday

Another regular thing I have to do is to invigilator of the examinations. Another exam on
general banking was going on.

Later on I made almost 65 phone calls (65 branches) on behalf of Akram Bhai and Sadia Apu
for the upcoming training of General Banking and Foreign Trade and Foreign Exchange.

Learning and Achievement

As I am spending most of the time in MS Excel, I am learning a lot of new features in

Excel.

9
 For the first time I became a part of any corporate meeting; which is a great
achievement for me.

As I have to do a lot of phone call; I am improving my conversation skill.

Observation / reflection

In the second week of my internship, I performed some more appraisals. However I

took less time than my first week, so I felt my efficiency was increasing.

All the works done in this organization is done in a very precise, systematic and
methodological manner.

No notable incident to mention this week.

Weekly Journal – 3

Name of Intern Saiful Bari

Student ID 153 1367 060
Name of the Organization United Commercial Bank Limited
Department Learning & Development Centre,
Human Resource Management Division
Faculty Advisor Shafquat Rafiul Alam
Date of Journal Submission 29th February 2020

Introduction

On my third week, I felt much more comfortable with my co-workers and confident at work.
This week my desk has been shifted to the main room because United Commercial Bank
Limited is getting under way to build a Bangabandhu corner in the Learning and
Development centre where I used to usually sit.

Work Done

23th February Sunday

Sunday morning I went to IT department because the laptop they gave me, it had no USB
access. They changed my laptop. Also I got introduced with some IT guys as I was talking

9
with them how the bank intranet/server works. Moreover I asked them about the room shift
procedure as our departments’ printer and photocopy machine also needed to be shift to
accommodate the Bangabandhu corner.

Moreover, I helped my supervisor to distribute the certificate among trainees/employees.

24th February Monday

Next day, I went to the office at 10am sharp in the morning. Today construction works
supposed to start. So we have to prepare another room to place the printer and the photocopy
machine. Akram bhai told me to supervise the works. I had to clear a spare room to place the
machines. So I called GEC (General Equipment Centre), they came and asked me to write a
application with the requisition list. Later on that day they cleared the room but another
problem arises, that we do not have IT setup in that new room to run the printer and the
copier.

25th February Tuesday

On Tuesday, I went to office much earlier at 9.30am because I knew that I had some big
responsibilities. That morning I called the Wahid bhai from IT department from the
extension. He came and gave me some ideas and told me to attach requisition list (Power
socket, multi plug, CAT6 cables) with an application.

Later on that day, all works has been done. I felt mentally very satisfied.

26th February Wednesday

Today, my room shifted officially. I got a new desk with a computer and printer access. This
is the main room of LDC. Including me, five of us work here. I was already getting an alarm
that my work pressure will be increase from this week.

As I already told, one of the regular things I have to do is to invigilate of the examinations of
LDC, I took an short 15mins MCQ test on FX (Foreign Trade and Foreign Exchange).

27th February Thursday

I had to make a lot of phone calls today, because it’s Thursday, and new training program
will start from next week on General Banking for the cadet change officials.

So I had to make 46 phone calls to 46 OM (Operation Managers) of different branches on

behalf of Feroze bhai for the upcoming training on General Banking.

9
Learning and Achievement

Successfully communicate with the GEC (General Equipment Centre) and IT

department and shifted the room to accommodate Bangabandhu corner at LDC.

Observation / reflection

Everyone follow a specific particular process for each task and chain of command.
File managing is the one of the core job for every employee.

Notable Incident

Shykh Seraj, director of the channel i came to UCB with 30 farming entrepreneurs
and had a seminar at LDC with banks’ some BOD and General Secretary.
A fire drill has been arranged by the department of Human Resource where everyone
had to go cooperate. Some employees even panicked.

9
 Weekly Journal – 4

Name of Intern Saiful Bari

Student ID 153 1367 060
Name of the Organization United Commercial Bank Limited
Department Learning & Development Centre,
Human Resource Management Division
Faculty Advisor Shafquat Rafiul Alam
Date of Journal Submission 7th March, 2020

Introduction

During the third week of internship, I got to learn about different Training programs of this
division. Mostly I continued on working with the tasks I started previous week. Though I
have learn more things how they processes the core work of training and workshops

Work Done

1st March Sunday

The first day of the week, I came to office at 10 am sharp. Akram bhai taught me how they
prepare result in excel by conditioning and in which format they show the results show the
results to the higher authority of the bank.

He also tough me the basic courses of LDC. In a foundation training course participants have
to give three examinations. Those are on- i) General banking, ii) Credit management and iii)
Foreign Trades and foreign Exchanges. Moreover, each of those has two levels.

2nd March Monday

As I will have to make a draft training policy, I made the ‘introduction’ of the LDC training
policy and showed to my supervisor; he became very impressed with my work.

9
Another special training program held at LDC for the only HR employees. I took
participation the program as I have interest on HR activities of the bank. I learned a lot from
the training mostly about the process, goal and the job allocation of the company.

3rd March Tuesday

On Tuesday morning, I sat with my supervisor about making a standard training policy of
LDC. He gave me an outline of the policy and shared me the idea about- training need
analysis, nomination process, coordination process, evaluation process and internal, external
& overseas training processes.

4th March Wednesday

Next day, Firoze bhai gave me a list of participants for next training. I had to call them up for
confirmation. Most of them confirmed and some of them told me to hold on the decision till
they have a word with their Branch Manager. This training was on “Cross functional on the
job training” for those who deals with branch opening accounts for customers and finished
foundation courses.

5th March Thursday

On the last day of the week, Tahsin bhai told me to make 50 basic MCQ questions for the
coming entry level job exam which will be conducted in LDC. It almost took me whole day
as he asked me to change few questions which he thought was not standard.

Learning and Achievement

I am learned more new features in Excel this week.

- Conditional formatting of data to make result.
- Sorting and filter data
Learned about different courses of LDC; and how they nominate participants for the
courses.

Observation / reflection

Preparing and getting the results approved by the Head of HR department was one of
the scary tasks I did this week.

Notable Incident

9
 The questions and time set for FTC (Batch 2) exam seemed dissatisfactory to most of
the candidates. They complained after finishing the exam. So I think exam
coordinators will consider this issue from the next exam as there will be 2 more
exams for this training.

Weekly Journal – 5

9
 Name of Intern Saiful Bari
Student ID 153 1367 060
Name of the Organization United Commercial Bank Limited
Department Learning & Development Centre,
Human Resource Management Division
Faculty Advisor Shafquat Rafiul Alam
Date of Journal Submission 14th March, 2020

Introduction

I am very much enjoying my work in UCBL so far. As always keen to learn new thing, my
boss and co-workers started to like me. Also I am maintaining very good relation with peons,
so they help me anytime, give me coffee whenever I want. Also I participated in few training
classes in LDC just to learn.

Work Done

8st March Sunday

As I am working just like other employees in the bank, I go to office at 10am sharp. Sunday
morning Tahsin bhai gave me a task to recheck the points of the exam scripts. And as always
I had given the task to check the MCQ part. Then I input the marks on the excel score sheet
as well.

9th March Monday

I started working on trainer’s/resource person’s evaluation sheet from Monday. I finished
evaluating second batch of Foundation Training Course. Then I started working with MS
office batch.

Basically I give an evaluation sheet to all trainees and base on that I average the score and put
that on excel sheet.

10th March Tuesday

Since I started working, I was noticing LDC coordination’s were working on E-Learning web
site. So was given a task to editing of the materials and testing whether it’s performing
accordingly or not.

11th March Wednesday

9
UCBL is going to launch a new product on Islami Banking soon. So LDC is arranging a new
training program for the branch manager, operational manager, credits in charge and general
banking in charge for 22 branches in Dhaka primarily. So I had to make phone call to 22
branches for the upcoming training on 14th March, Saturday.

12th March Thursday

On Thursday, an examination will take place at LDC for both batch of foundation training
course and MS Office. I was the on charge of invigilator for both of the examinations. Today
my boss- Ahad sir told me to make a suggested training policy for LDC. He gave me a
outline for the policy and told me start working from next week with everyone’s help.

Learning and Achievement

Learned how to input data on the upcoming E-learning website of LDC.

Learned how LDC coordinators evaluate the resource person; which is quite similar to
NSU faculty evaluation.

Observation / reflection

Very soon UCBL will be launching a new product on Islami Banking.

Notable Incident

On 9th match Bangabandhu corner had been lunched at LDC by the Bank’s BOD.
Many journalists from many newspapers and TV channels came that day.

Weekly Journal – 6

Name of Intern Saiful Bari

Student ID 153 1367 060
Name of the Organization United Commercial Bank Limited
Department Learning & Development Centre,
Human Resource Management Division
Faculty Advisor Shafquat Rafiul Alam
Date of Journal Submission 21st March, 2020

9
Introduction

On my sixth week, I felt more like I am of part of the LDC. At the beginning of the week it
was a very active week but because of the pandemic trainees are not feeling comfortable
anymore. Also coordinators are not willing to continue trainings and workshops.

Work Done

15th March Sunday

Sunday morning, I helped my supervisor, Ahad sir to distribute the certificate among
trainees/ employees. Today a session on stress management will be conducted by a
psychologist. I also took participation on that training. It was a very interactive training. Also
I updated all the training attendance in excel. Also I continued making of suggested training
policy for LDC of United Commercial Bank.

16th March Monday

I went to the office on time on Sunday. I was given a list of participants for next training on
upcoming product- Islami Banking, which will be launch soon. I had to call them up for
confirmation. Most of them confirmed but few of them are concern of the pandemic. Also
Tahsin bhai gave me some MCQ script to check and to make a excel worksheet.

18th March Tuesday

On Wednesday, everyone of the bank wore a T-shirt for Bangabanghu’s 100’s Birthday, and
waved the flag in front of the bank.

I continued working on library book management. I told my supervisor that it is not possible
to manage mutually. So he assures me he will talk to IT for the solution.

On that same day afternoon we received a bar code scanner for maintaining the bank’s books.
But the problem is we don’t have software and no bar code in the books.

19th March Thursday

Next day, I started working on the E learning website of UCB.

Everyone was very scared of the pandemic. Bank authority made a decision to cancel all
training programs from Saturday. So I had to make a lot of phone calls today to inform about
the cancellation.

9
Learning and Achievement

I prepared the sheet of expenses of the regular trainings and wrapped up by this week.

I learned though participating the training on stress management and excel.

Observation / reflection

I observed how coordinators analyze the training need,

- All new permanent employees have to do foundation course to compete for
promotion and :
- All credit in charge, general banking in charge must have to do soft skills training.
- Operation manager and Branch manager have to do leadership course for next level
promotion.

Notable Incident

17th of March was holyday. (Sheikh Mujibur Rahman’s Birthday.)

***From now I will go to office only alternative days because, all training programs had been
cancelled because of COVID-19.

9
 THE END