REPORT ON

Performance Appraisal Management

On Islami Bank Bangladesh Ltd.
 REPORT ON
Performance Appraisal Management
On Islami Bank Bangladesh Ltd.

Prepared For:
Farhana Rashid
Assistant Professor
School of Business & Economics

Prepared By:
Name ID
Shamima Islam Mitu 111-091-002
Asif Islam Onique 111-091-015
Ishfaque Rezwan 111-091-263
Gloria Florence Gomes 111-091-275
A.Z.M. Abu Sufian 111-091-421
Atiqur Rahman Atiq 111-091-424

Performance Appraisal & Management

(HRM 4358)
Section: B

Date of Submission: September 12, 2013

II
 Letter of Authorization

September 12, 2013

Farhana Rashid
Assistant Professor
School of Business & Economics
United International University

Subject:
Request to accept our report on “Performance Appraisal Management on IBBL”.

Dear Madam,

We are pleased to submit our repot on Performance Appraisal Management on IBBL

that you have assigned to us. We conducted a comprehensive study on the assigned task, and
thoroughly analyzed the topic and visit the head office for direct interaction with HR head
and finally prepared this report for your course named Performance Appraisal &
Management. We tried our best to prepare this report fault free, but it is not possible. We
hope that you will take any mistake with kind consideration.

Your acceptance and any type of appreciation would surely inspire us.

Sincerely Yours

(On behalf of other group members)

III
 Acknowledgement

We are very delighted to accomplish the assigned task given by our respective course teacher
Farhana Rashid on the topic of “Performance Appraisal Management on IBBL”. In
terms of preparing the report; we faced different problems, but we have been able to
overcome those problems with the help of our direct interaction with HR head of the bank
and task related online materials.

In this regard we are extremely great full to the modern technology of Internet that provided
us all the supportive materials for completing our task properly.

Above all, we can’t refine ourselves from giving heart full thanks to our course teacher
Farhana Rashid on also remain with us all the time for completing this complex task.

IV
 Executive Summary

Islami Bank Bangladesh Ltd. (IBBL) is the pioneer of Islamic banking in Bangladesh. It
became incorporated on March 13, 1983. It has 36.91% local and 63.09% foreign
shareholders. With 280 branches and 11,465 staffs, IBBL is the largest private banking
network in Bangladesh.[1] When IBBL was established, it was the first bank in south-east
asia to provide banking service based on Shariah.

Our main purpose is to measure the performance procedures of IBBL Ltd and evaluating
further process . First we have identified the performance evaluation of IBBL on different
stages like employees, customers and branches. We have identified current measurement of
performance evaluation process and employee feedback of IBBL. IBBL sets Standardized
performance assessments that allow aggregating, calculate and analyze results to show where
performance, evaluation and feedbacks are strong.

V
 Table of Contents

Chapter 1: Introduction .................................................................................................................. 5

Origin of the Study: ..................................................................................................................... 5
Objectives of the report: ......................................................................................................... 5
Scope of the study: .............................................................................................................. 5
Methodology:................................................................................................................... 6
Data collection method: .............................................................................................. 6
Limitations of the study: .......................................................................................... 7
Chapter 2: Background of Islami Bank BD Ltd. ............................................................................. 8
History of Islami Bank Bangladesh Ltd:...................................................................................... 8
The Shariah based banking of IBBL: ...................................................................................... 9
Mission & vision Statement: ................................................................................................ 9
Chapter 3: Analysis ....................................................................................................................... 11
Employees Evaluation: .............................................................................................................. 11
Customer/clients Evaluation: ................................................................................................ 11
Branches Evaluation: ......................................................................................................... 12
Employees Feedback: .................................................................................................... 14
Chapter 4: Findings ...................................................................................................................... 18
Chapter 5: Recommendation ....................................................................................................... 19
Chapter 6: Conclusion .................................................................................................................. 20
References ..................................................................................................................................... 21
Appendix ....................................................................................................................................... 22

VI
 Chapter 1: Introduction

Origin of the Study:

This Report has been preparing under the trimester program, an indispensable part of the
Bachelor of Business Administration (BBA) program. For the study purpose, we have chosen
Islami Bank Bangladesh Ltd. (IBBL), this report basically on the Performance Appraisal
Management related activities of this organization.

Objectives of the report:

To enhance the knowledge about the performance activities on IBBL and to relate them with
the concepts of the texts of the course “Performance Appraisal”.

According to the vital & key information of my honorable advisor, I have conducted this
study for the following important objectives:

 To develop employees of IBBL

 To evaluate and giving feedback the employees of IBBL
 To increase motivation and productivity of IBBL
 To enhance transparency IBBL
 To retain top talent IBBL
 To increase commitment IBBL
 To develop employees of IBBL

This report is prepared and presented by the group members to the Project Supervisor for the
evaluation of their practical perspective.

Scope of the study:

Our study is mainly based on the evaluation and analysis of setting of performance targets
/objectives, agreement on measurement criteria and organizations expectations of desired
performance level brings to transparency to the appraisal process. And also the other human
resources practices of the IBBl. We also described social, political as well as cultural
environment of Islamic banking in the country. For conducting this research study it is very

5
much required that I have posses some idea about the conduction of research study. With the
help of our advisor we have tried to eliminate any types of shortcomings from our part.

Our study posses the different related items of human resources practices and most
importantly related with different variables that are required for evaluating a bank’s
performance processes. We also gave a brief description of other issues and aspects that is
helpful for knowing more about the total scenario of the Islamic banking operation in
Bangladesh. That will be helpful for the reader to know not just about the human resource
practices of the Islamic Bank Bangladesh Limited but also other items as well

Methodology:

The study requires a systematic procedure from selection of the topic to prepare the report.
To prepare the report data sources are to be identified and collected, data to be classified,
analyzed, interpreted and presented in a systematic way and it is must to find out the key
points. This overall process of methodology is given in the below which has been follow to
prepare the report.

 Topic selection: After thinking and the discussion with our course coordinator we
decide to make our report on “Performance Appraisal Management on IBBL”
 Identifying data Sources: The report is prepared by using both primary and
secondary data. But secondary data is mostly use to prepare this report.

Data collection method:

The data required for this report were collected from both primary and secondary sources;
however, majority of the information was collected from secondary sources:

 Primary sources: Some required & important information came from primary
sources. These sources are:

 Interviews and conversations with officers and executives of the bank

from different divisions and departments.
 Official records of IBBL.
 Observations of the work done by the different department.

6
  Secondary sources: Most of the parts of the report and conceptual part have been
collected from different secondary sources. Some of these secondary sources are:

 Annual Report of the IBBL.

 Different circulars issued by the IBBL.
 Different journals and articles.

Limitations of the study:

We have faced some problems during preparing my report:

 Providing limited visit time by the bank authority.

 Insufficient Data getting from the authority.
 Data collection from the corporate clients as they are very busy with their work.
 Most of the relevant literature and study materials on VAS are very confidential.
 The study was conducted mostly on secondary data.

7
 Chapter 2: Background of Islami Bank BD Ltd.

History of Islami Bank Bangladesh Ltd:

In the late seventies and early eighties, Muslim countries were awoken by the emergence of
Islami Bank which provided interest free banking facilities. There are currently more than
300 interest free institutions all over the world. Islami Bank now a day’s not only operate in
almost all Muslim countries but have extended their wings to the western world to serve both
Muslim and non Muslim customers. In case of Islami Banking, the establishment of
Mitghamar Local Savings Bank in 1963 is said to be a milestone for modern Islami Banking.
The history of Islami Banking can nevertheless be traced back to the birth of Islam.

In 1974, Bangladesh signed the Charter of Islamic Development Bank and committed itself to
reorganise its economic and financial system as per Islamic Shariah (legal framework of
Islamic Ideology).

In 1978, Bangladesh recommended in Islamic Foreign Minister Conference in Senegal

towards systematic efforts to Islamic Banking.

In 1980, Foreign Minister Conference in Pakistan where Bangladesh Foreign Minister Prof.
Shamsul Hoq, proposed for taking steps for Islamic Banking. Further, Bangladesh Bank sent
representation abroad to study Islamic Banking System. Also, International Seminar held in
Dhaka inaugurated by Bangladesh Bank Governor for early introduction of Islamic
Banking.In 1981, President of the Peoples Republic of Bangladesh addressed the 3rd Islamic
Summit Conference held at Makkah and Taif suggested, ”The Islamic countries should
develop a separate banking system of their own in order to facilitate their trade and
commerce.”

In 1982, IDB visited Bangladesh for study. They found contributions done by Islamic
Economics Research Bureau (IERB) and Bangladesh Islamic Bankers Association (BIBA);
they mobilized the seminars, public opinion through symposia & workshop. Professional
activities reinforced by Muslim Businessman Society (now reorganized as Industrialists and
Businessman Association). The body mobilized mainly equity capital for emerging Islamic
Bank. Finally, in 1983 Islami Bank Bangladesh Limited (IBBL) came out to take the
challenge of doing banking business.Islami Bank Bangladesh Limited (IBBL) is considered

8
to be the first interest free bank in Southeast Asia. It was incorporated on 13-03-1983 as a
Public Company with limited liability under the companies Act 1913. The bank began
operations on March 30, 1983, with major share by the foreign entrepreneurs.

IBBL is a joint venture multinational Bank with 63.92% of equity being contributed by the
Islamic Development Bank and financial institutions. The total number of branches in 2010
stood at 232. Now the authorized capital of the bank is Tk. 10,000 million and Paid op capital
is Tk. 6,177.60 million.

The Shariah based banking of IBBL:

Islamic bank is a financial institution whose status, rules and procedures expressly state its
commitment to the principle of Islamic Shariah and to the banning of the receipt and payment
of interest on any of its operations.

Shariah law is the law of Islam. The rules concerning financial transactions are known as
Fiqh al-Muamalat. The most prominent of these laws are the laws concerning the charging of
interest or fees on loans or usury fees. This is known as Riba. Islami based Shariah banking
laws also forbid investing in financial unknowns, such as trading in futures, and in businesses
that participate in ventures that are against Islamic principles. In the Shariah based banking
system, if the munafa of IBBL is zero then the share holders of IBBL never earn munafa of
that month.

Mission & vision Statement:

 Mission of IBBL:

To establish Islamic banking through the introduction of a welfare oriented banking system
and also ensure equity and justice in the field of all economic activities, achieve balanced
growth and equitable development through diversified investment operations particularly in
the priority sectors and less developed areas of the country. To encourage socio-economic
uplift and financial services to the low income people particularly in the rural areas.

 Vision of IBBL:

 Our vision is to always strive to achieve superior financial performance, be

considered a leading Islamic bank by reputation and performance.

9
 Our goal is to establish and maintain the modern banking techniques, to ensure
the soundness and development of the financial system based on Islamic
principles and to become the strong and efficient organization with highly
motivated professionals, working for the benefit of people, based upon
accountability, transparency and integrity in order to ensure stability of
financial systems.

 We will try to encourage savings in the form of direct investment.

 We will also try to encourage investment particularly in projects which are

more likely to lead to higher employment.

10
 Chapter 3: Analysis

Employees Evaluation:

Employees are the assets to any organizations. Because of this statement, Islami Bank also
tries to make friendly environments for their employees. Every year Islami Bank evaluates its
employee’s performance on the basis of their daily, weekly, monthly, quarterly activities. But
overall performance is evaluated annually. To evaluate its employees performance Islami
Bank Bangladesh Ltd. follows Absolute Category Rating (ACR) judgment method. The ACR
is a category judgment method where the test sequences are presented one at a time and are
rated independently on a category scale. Subjects are asked to rate the quality of the
presentation based on the level of the quality they have in their opinion for it after viewing or
listening it. This phase is named the voting time. The voting time should be less than or equal
to 10 seconds. This is the five-level scale for rating overall quality is the most used scale. If
higher discriminative power is required, a nine-level scale may be used.

Islami Bank also evaluates its employee’s performance through superior observations.
Through superior observations Islami Bank also gives feedback to its employees over their
performance.

Customer/clients Evaluation:

Islami Bank evaluates the client for the purpose of its own business. But Islami Bank does
not have any structured method for evaluating the customers/clients. Basically it evaluates the
clients by observing and seeing the previous history before make strong business relationship.
It is the most important issue because on the basis of its investment, bank usually goes for
sanctioning the proposed investment limit/proposal but if anything goes wrong with clients;
the bank suddenly stops to make payment of investment. In order to appraise the
customer/client, Islami Bank Bangladesh Limited (IBBL) provides a standard.

Islami Bank also evaluates its rural customer on the basis of their payable installment. If the
rural customer pays all dues in exact time then Islami Bank give that customer a reward, the
bank forward the last month installment to the customer’s deposit.

11
Branches Evaluation:

Most of the private banks are built for commercial purpose. As it is a private bank, Islami
Bank works for generating revenues. It has 232 branches over Bangladesh. The bank
evaluates its branch performance on the basis generating revenues/profits. But as earlier we
have discussed that it follows the Shariah based banking system. In this system Islami Bank
generates profits (munafa) and usually distributes that profit with all of its stockholders on
their stock portion. But if its fail to generate profit like zero profit, then Islami Bank never
bound to pay any profits to its clients or stockholders.

By the survey questionnaire we have gathered different performance appraisal

management information from the authority of the HR department of Islami Bank
Bangladesh Limited. Now we are going to analysis those gathered information
about performance appraisal management of IBBL:

 We have talked with an executive of the HR department; he informed us that

every employee is evaluated by their top management authority. To evaluate
employees they basically use Absolute Category Rating (ACR) judgment method.
Besides they also evaluated by the strict supervision of the top level management.

 Performance appraisal is an ongoing process, by which every step of the employee

is evaluated daily, weekly, monthly basis. But the frequency of the overall
performance is evaluated annually and then performance feedback is provided to
them.

 All employees are familiar with the method of questionnaire and interview. By
this the top management also gathers information about the employees. Then after
further observations they take decisions about the employee or his problems.

 The performance appraisal method is not regularly updated at all. When any
change is required then the top authority changes it with the permission of all
higher authority.

12
 After the performance of the employee is evaluated then the authority can identify
the performance gap between the actual and expected performance. Then the
authority can take proper steps to reduce that performance gap.

 Cash is the best immediate reward tool to motivate employees. Most of the
employees are become happy when they get cash benefits as rewards. That’s why
Islami Bank also provides cash benefits with the salary because of best
performance. The authority also informed us that every 3 years Islami Bank
provides its employee minimum 15 days paid vacation.

 When employees get positive performance appraisal then their leadership and
interpersonal skill must be developed told us by the executive of the HR
department. By getting performance appraisal they become more active and be
prepare for producing best outputs.

 Yes the authority of Islami Bank believes that performance appraisal system
improves employee’s motivation and satisfaction level. When the motivation and
satisfaction level is high then employees continuously shows best results by their
performance.

 When performance gap is identified, by providing appropriate training that gap

will be minimized.

 The Hr executive informed us that 360 degree feedback system does not exist in
Islami Bank BD ltd. He strongly informed us, only the observation of the top
management is the primary way to evaluate employee performance.

 As an employee of the HR department that executive thinks that their performance

appraisal method is not the best one. Its may be good. Basically it depends on the
motive of the top level management. He also informed us that sometimes the
management becomes bias about any employee.

13
Employees Feedback:

We have also done a sample survey on few of Islami Bank BD Ltd’s employees, by which we
can get a minimum idea about employee’s feedback about getting performance appraisal.
Here we talked with 4 employees. They have shown us their highest honesty and integrity to
us and provide us below information through the sample survey:

1. Employees are treated fairly and equally.

Strongly
Agree
25%

Disagree
50% Agree
25%

The first statement of the employee performance evaluation is, employees are treated fairly
and equally. Through the statement 25% of employee’s give opinion that they are strongly
agree with the statement. And 25% employees also agree with it, but highest 50% employees
are totally disagreeing with the statement.

2. Working place environment is comfortable.

Disagree
25%

Agree
75%

Under the second statement a large number of employees agree with the statement. And that
portion is 75% among total. Whereas 25% employees feel that the environment of their
working place is not comfortable.

14
 3. Employees have a voice in major decisions regarding changes in the work
environment.

Agree Strongly
25% Disagree
25%

Disagree
50%

Most of the employees have shown us that they are totally negative with this statement.
Where only 25% employees agree but 50% employees are disagree and 25% are strongly
disagree with the statement. They informed us that only top management can change the
work environment on the basis of necessity.

4. How satisfied are you with the training and development of employees?

Strongly
Agree Disagree
25% 25%

Agree
50%

But the employees of Islami Bank are satisfied with the training and development process.
After joining the bank all employees get on the job training. And time to time if any training
is necessary to them then training and development division arrange sort of trainings against
all necessity.

15
 5. Employee recognition program is best suited to employees.

Strongly
Agree Agree
25% 25%

Disagree
50%

Under this statement 25% employees opinion is strongly agree and 25% is agreeing. Total
50% employees think that employee recognition program is best suited to employees. But
50% portion is totally disagreeing with the statement. They think sometimes recognition
affects by biasness.

6. The employee deductible is reasonable and fair.

Strongly
Agree
25%

Agree
75%

Most of the employees agree with deductible policy. They think it’s reasonable and fair. This
is one kind of deduction because of penalties. Here 75% employees are agreeing and 25%
employees also strongly agreeing with the statement

16
 7. Company offers you different recreational tools to improve performance.

Agree
25% Disagree
25%

Strongly
Disagree
50%

By the information of employees of Islami Bank, we have realized that the bank do not offer
continuous basis different recreational tools to improve performance. Here most of the
employee’s opinion is totally negative about recreational tools provided by the bank. 50%
employee’s opinion is strongly negative whereas only 50% employees agree with the
statement.
8. I would recommend others to work for this company.

Strongly Disagree
Agree 25% 25%

Agree 50%

No organization is free of problems. Islami bank has also few of problems that are focused by
its few employees through the survey questionnaire we have prepared. But employees are
really happy and see Islami Bank as their family. That’s why they recommended others to
take the working taste of Islami banking in Islami Bank BD Ltd. Here 75% employees are
showed positive opinion regarding this statement.

17
 Chapter 4: Findings

Islami Bank Bangladesh Limited (IBBL) is a private commercial bank operated based on
Islamic Shariah law. That’s why its activities are different from other commercial banks in
Bangladesh. They treated loan as investments and profits as munafa. Like others bank it also
seeking profit/munafa.

We visited Islami Bank Bangladesh Limited head office two days ago. Our assigned task was
to know about performance appraisal management of Islami Bank. We know that if we can
meet to the HR department head and their executives then we may get some sort of
information about performance appraisal policy of the Islami Bank.

We arrived in IBBL with all of our members and met with HR department in charge and few
executive of that department. We explained our purpose of the report then they give us little
information about policies of performance appraisal. As we know that Islami Bank always
tries to put it’s information as hidden to outsiders. So that most of the when we were asking
them different issues then they mentioned they can’t explain because of confidential matter.
But they help us to fill up our questionnaire in a precise way.

By visiting Islami Bank we get different information about performance appraisal but it was
not sufficient to prepare a report. But they informed us that at the present time they followed
Absolute Category Rating (ACR) judgment method to evaluate its employee’s performance.
Their employees are evaluated only by top management supervisions and observations. And
their frequency of the evaluation is held only in a year.

Few executives without mentioning identity informed us, sometimes evaluation and reward
system affected by the biasness of the supervisors. We also gather knowledge that, all
employees get fifteen days paid vacation in every 3 years gradually. And we also have known
that the rural customers whose performance were good and can repay all dues in prompt time
then they get last month’s installment as reward and its forwards to their deposits
immediately.

We also found little criticism about Islami Bank by its employees that mentioned in analysis
part. Basically this is happen in every organization. By the way, Islami Bank getting high to
higher position because of its sincere employees.

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 Chapter 5: Recommendation

Islami Bank Bangladesh Ltd. (IBBL) is performing well but we think it has some
crucial area in performance appraisal policies, to improve those the following
recommendations can be made for the IBBL:

 The performance evaluation is only by top management. But it will be accurate if the
organization use 360 degree feedback system. Because 360 degree system make
involve the top management, supervisor, subordinate and peer groups for evaluating a
particular employees performance. Then biasness may not take place.

 When the employees do better performance IBBL basically provide cash benefits to
its employees. But we think it could be better if IBBL arrange a short party to focus
the better performer within the bank. Then employees become praised because of it.

 Basically the frequency of the evaluation operates annually. But if the authority can
provide the performance evaluation and its feedback to the employee in continuous
basis like monthly, quarterly or half yearly then it will be easier to the employee to
know his exact performance and performance gap. Then they can minimize the gap by
hard working.

 It is a modern banking era. Each and every commercial bank is properly utilizing
technological innovations. So IBBL can use and utilize those modern technologies to
keep pace with the modern time and can make its employees efficient and more
effective. We know that technological development help to make employees the best
performer.

 To make branches performance best it can recruit skilled human resources which can
turn the bank ahead. To get the best performed employees IBBL need to stop bias or
reference employee recruitment.

 IBBL needs to provide or arrange best recreational packages for its employees. Like
they can arrange family programs for their employees and their families. We think it
will motivate the employees and make their performance better.

19
  And we think that the authority needs to involve employees have a voice in major
decisions regarding changes in the work environment or in other decision making
activities.

Chapter 6: Conclusion

IBBL needs some means of ensuring performance standards are being achieved and
objectives are being met. They also need to plan for the future by setting organizational
objectives. These should be achieved through personal objectives agreed at the appraisal.
This is vital for all employees in order to maintain a competitive position, and it is important
that the method for doing this is successful. However, underlying the methods, practices and
techniques there must be crucial managerial thoughts, attitudes and activities.

So we can say that IBBL’s performance appraisal processes are Review Accomplishments
and Goals which has a link between IBBL’s strategy and results. It is directed toward a
purpose and its can be beneficial for the IBBL, the employee and the manager of the who are
related to Appraisal system of IBBL can serve administrative or developmental purposes;
designing a scheme for each purpose is always advisable. Providing an employee with
feedback enhance IBBL’s performance. They Appraising all category of employees is a
common practice among organizations. Managers, employees or a combination of raters can
conduct appraisal. Employees can also carryout self assessment. Its Appraisal procedures
has four complementary stages, starting with planning and ending with review of
performance but sometimes Different methods can be used for appraisal. Each method has its
advantages and disadvantages and serves different purposes and the Appraisal results can be
communicated through different style. Using a certain style is heavily dependent on the
situation.

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 References

http://en.wikipedia.org/wiki/Islami_Bank_Bangladesh_Ltd
http://www.islamibankbd.com/
Performance Management by Herman Aguinis

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 Appendix

“QUESTIONNAIRE FOR HR DEPARTMENT"

“A Survey on Performance Appraisal Management”

As the students of United International University, we are here to do a survey on

“Performance Appraisal Management”. All the collected information will be used only to
furnish a report for our study purpose and remain confidential. Therefore, we hope you will,
to your highest honesty and integrity, help us to get your ideas about the mentioned issue.

Thanking you in advance.

Date of the Survey: 10th September 2013

Question 1: By whom employee is evaluated for his performance?

a. Top management
b. Supervisor and/ or subordinate
c. Self evaluation or peer groups
d. All of the above

Question 2: What is the frequency of the performance appraisal take place?

a. Monthly
b. Quarterly
c. Half yearly
d. Yearly

Question 3: By which method/s are your employees are most familiar with?

a. Questionnaire
b. Interview
c. Both
d. None of them

Question 4: Does the performance appraisal method update regularly basis?

a. Yes
b. No

Question 5: Does the performance appraisal offer your employees any training and
performance development benefits?

a. Yes
b. No

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Question 6: Can you specify which types of reward packages are given to your
employees?

Please specify:

Question 7: Do you think your employee’s leadership and interpersonal skill

developed after performance appraisal?

a. Yes
b. No

Question 8: Do you believe that performance appraisal system improves employee’s

motivation and satisfaction level?

a. Yes
b. No

Question 9: What steps your organization take to eliminate the performance gap?

Please specify:

Question 10: Does 360 degree feedback system exist in your organizations?

a. Yes
b. No

Question 11: By which method/s your organization evaluates customer?

Please specify:

Question 12: By which method/s your organization evaluates branch performance?

Please specify:

Question 13: As an employer what do you think, your overall existing performance
appraisal method is

a. Best
b. Good
c. Worst

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 “QUESTIONNAIRE FOR EMPLOYEES"

“A Survey on Employee Performance Evaluation”

As the students of United International University, we are here to do a survey on

“Performance Appraisal Management”. All the collected information will be used only to
furnish a report for our study purpose and remain confidential. Therefore, we hope you will,
to your highest honesty and integrity, help us to get your ideas about the mentioned issue.

Thanking you in advance.

Date of the Survey: 10th September 2013

Strongly Agree (5) Agree (4) Neutral (3) Disagree (2) Strongly Disagree (1)

Question 1: Employees are treated fairly and equally.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Question 2: Working place environment is comfortable.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Question 3: Employees have a voice in major decisions regarding changes in the

work environment.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Question 4: How satisfied are you with the training and development of employees?

 Very Satisfied
 Satisfied
 Neutral
 Dissatisfied
 Very Dissatisfied

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Question 5: Employee recognition program is best suited to employees.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Question 6: The employee deductible is reasonable and fair.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Question 7: Company offers you different recreational tools to improve performance.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Question 8: I would recommend others to work for this company.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

25
Group Members:

Name Contribution Part

Shamima Islam Mitu Chapter 1
Asif Islam Onique Chapter 3
Ishfaque Rezwan Chapter 2
Gloria Florence Gomes Chapter 4, 5
A.Z.M. Abu Sufian Chapter 2, 6
Atiqur Rahman Atiq Chapter 3

26