Internship Report On The Human Resource Practice of Mutual Trust Bank LTD

Internship Report
On
The Human Resource Practice of Mutual Trust Bank Ltd.
Submitted to:
Rahnuma Sanjana
Lecturer
NSU Business School
North South University
Submitted by:
Khadiza Rahman Shorna
ID: 123 0301 030
Date of Submission:
25th April, 2018
The Human Resource Practice
Of
Mutual Trust Bank Ltd.

Acknowledgment
I have completed my internship at MTB (Corporate Branch) from January 8th to April 8th. My
internship report won’t be possible without contribution of few people. At first we desire to
express our deepest sense of gratitude of almighty Allah. With profound regard I gratefully
acknowledge my respected course instructor Rahnuma Sanjana, for her generous help and day to
day suggestion in the process of my internship report. Next I would like to show my gratitude
towards Mr. Marcus Cornilus Gomes, the Senior Vice President, the Human Resource
Department In-charge along with my supervisor, Mr. Abdul Kader Jilani, Officer of MTB
Corporate Branch. They have truly been extremely supportive to me. I can’t thank enough to all
the personnel of MTB (Corporate Branch). They have explained everything I asked for in details.
Throughout time they were never impatience. They did not allow me to feel uncomfortable for
even a single moment. I am really grateful to all for their supportive and friendly behavior. I am
also grateful to the Human Resource Department of MTB for granting me the opportunity to
make my internship program in this organization
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Executive Summary
Now-a-days banking sector is modernizing and expanding its hand in different financial events
every day. At the same time the banking process is becoming faster, easier and is becoming
wider. Mutual Trust Bank LTD is a third generation private bank in Bangladesh. It started its
operation in 1999. The Company (Bank) operates financial activities through its Head Office
situated at Gulshan Dhaka and 113 branches. The internship of three months at Mutual Trust
Bank Limited, Corporate Office was a learning experience for me, a fresh graduate, who just got
the taste of what the corporate banking job looks like. The working environment and the people
all together helped me through and through to gain knowledge and experience as a taster for
what’s ahead of me in the future. HRD includes a whole set of activities like HRM systems &
payrolls, transfer 7 posting, TA/DA bills, recruitment 7 selection, internship, leave system, health
7 benefit, training, contractual staff, HR in ware 7 dispatch, etc. As an internee, most of the time
in the Human Resource Department, I have performed numerous activities. My main task was to
assist officers and executives in every aspect of their daily work. It includes every activity that
the officials performed like dealing with Employees, computer posting, document analysis, etc.
Mainly the working schedule here depends on the flow of employees and other Fund issues, such
as car loan, medical allowances, employee file etc. Mutual Trust Bank Limited is one of the most
renowned private banks in the country. Within this short Internship Period, it was not possible
for me to learn everything of a banking system. But I tried my level best to learn something
within this short period. In spite of shortcomings, I tried to use my observation and knowledge to
find out problems and give possible solution.
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Table of Contents
1. Introduction..................................................................................................................................2
1.1 Background of the Study........................................................................................................2
1.2 Objectives of the Report........................................................................................................2
1.3 Scope of the report.................................................................................................................3
1.4 Methodology of the Study......................................................................................................3
1.5 Limitations.............................................................................................................................3
2. Background of the Organization..................................................................................................6
2.1 An overview of the organization............................................................................................6
2.2 Mission, Vision, Strategy Statement......................................................................................6
Mission.....................................................................................................................................6
Vision.......................................................................................................................................6
Strategy.....................................................................................................................................7
Organogram:................................................................................................................................8
2.3 Composition of the Board......................................................................................................9
2.4 Milestones in the Development of the Organization...........................................................10
Functions....................................................................................................................................10
Performance Appraisal Procedure.............................................................................................13
Recruitment Sources of Mutual Trust Bank Limited.................................................................14
Selection Process of MTBL.......................................................................................................18
2.5 Management Structure.........................................................................................................21
Finding of the Study...................................................................................................................23
Recommendations for Improving Job Satisfaction....................................................................25
Lessons Learned Throughout The Internship:...........................................................................27
Working Experience and Improvement:....................................................................................27
Difference between Academic and Practical Knowledge:.........................................................29
Interaction between Supervisors and Co-workers:....................................................................29
How I have dealt with difficulties I have encountered:.............................................................30
Difference between Expectation and Experience:.....................................................................31
Influence on future plan and career:..........................................................................................31
Go back and redo:......................................................................................................................32
Conclusion.....................................................................................................................................32
References......................................................................................................................................34
Appendix....................................................................................................................................35
Journal: 01..............................................................................................................................35
Journal: 02..............................................................................................................................38
Journal: 03..............................................................................................................................40
Journal: 04..............................................................................................................................43
Journal: 05..............................................................................................................................45
Journal: 06..............................................................................................................................48
Journal: 07..............................................................................................................................50
Journal: 08..............................................................................................................................52
Journal: 09..............................................................................................................................54
Journal: 10..............................................................................................................................56
Chapter 1
Introduction
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1. Introduction
1.1 Background of the Study
It has become essential for every person to have some idea on the bank and banking procedure.
As our educational system predominantly text based, inclusion of practical orientation program
is an exception to the norm. From practical knowledge, we will be able to know real life
situations and start a career with some practical experience. Bachelors of Business
Administration (BBA) is a professional course. The course is designed with an excellent
combination of practical and theoretical aspects.
As a student of BBA, internship is an academic requirement. For internship every student is

required to work in a selected institution to enhance ones practical knowledge and experiences.
For the requirement of my course I was assigned to Mutual Trust Bank Limited (MTB), Human
Resource Division (HRD) for my internship. In this situation I was assigned to prepare report on
“HRM Practice in Mutual Trust Bank Limited.”
1.2 Objectives of the Report

The internship program is design to provide the B.B.A student with an opportunity to obtain
some practical experience and also to familiarize with the real market situation to compare the
theoretical knowledge with the practical one. There both have some general objectives and
specific objectives
General Objective
Bank is a crucial financial institution, which plays a vital role in the economic development of a
country.
 Primary objective is to learn the real world experience of recruitment and selection
process of Mutual Trust Bank Limited.
 Another objective of that study is to find out the problems and opportunity of recruitment
and selection process of this organization.
Specific Objectives
Following are the specific objectives:
 To know about the various steps of recruitment process.
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 To know about the selection procedure being followed by MTBL.
 To recommend how the process can be improved.
 To evaluate the employee performance of MTBL.
 To suggest my findings for continuous improvement of the Bank.
 To observe banker-customer relationship.
 To get a clear idea about Banks and how it runs and what function it does
 Identify the factors contributing to the attractive and operative performance of the
principal branch of the bank.
1.3 Scope of the report

This report will focus mainly on the activities, policies and practices relevant to Recruitment and
Selection Department. But being involved with the team member of HRD, I have had the scope
to observe various activities of other Departments of the HRD. So the study may provide an
overall concept covering the whole scenario of the organization in brief.
1.4 Methodology of the Study

In preparing this report both primary and secondary sources of information have been used.
Which are given below:
Primary Sources of Data:
 Primary data were collected from direct conversation with the bank officers and staffs
through a questioner and personal interview.
 My practical experiences and observations of my internee period in MTBL
The Secondary Sources of Data:
 Annual Audit Report Journal of Mutual Trust Bank Ltd.2016.
 Mutual Trust Bank’s Web Site(www.mutualtrustbank.com)
 Banks office record.
 Unpublished data collected from Corporate internet of Mutual Trust Bank Ltd(Flora i-
mail)
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1.5 Limitations
 Every research has its own limitation and as far as the limitation is concerned it is some
time beyond compare to the research itself and does not differ with my work also. During
my internship period I have faced some differences and some limitation also. So the
limitations are given bellow:
 The officers and employees of the organization are so much helpful and cooperative and
busy too so that, they had very little time of giving me detailed information
 The time frame work did not permit me and to make my work done in a very scientific
manner and it’s difficult for me to prepare a comprehensive qualitative survey within
very short period of time.
 Also, Information at the bank is confidential & critical. For this reason, different proxy
figures have been used, while analyzing many issues related to this topic.
 Sometime the authority can also been hesitated to give me the information because of the
authorities and policies.
 The cost is also high doing a proper survey.
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Chapter 2
Background of the Organization
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2. Background of the Organization
2.1 An overview of the organization
The Company was incorporated on September 29, 1999 under the Companies Act 1994 as a
public company limited by shares for carrying out all kinds of banking activities with Authorized
Capital of Tk. 38,00,000,000 divided into 38,000,000 ordinary shares of Tk.100 each. The
Company was also issued Certificate for Commencement of Business on the same day and was
granted license on October 05, 1999 by Bangladesh Bank under the Banking Companies Act
1991 and started its banking operation on October 24, 1999. As envisaged in the Memorandum
of Association and as licensed by Bangladesh Bank under the provisions of the Banking
Companies Act 1991, the Company started its banking operation and entitled to carry out the
following types of banking business:
i. All types of commercial banking activities including Money Market operations.
ii. Investment in Merchant Banking activities.
iii. Investment in Company activities.
iv. Financiers, Promoters, Capitalists etc.
v. Financial Intermediary Services.
vi. Any related Financial Services.
2.2 Mission, Vision, Strategy Statement
Mission
We aspire to be the most admired financial institution in the country, recognized as a dynamic,
innovative and client focused company that offers an array of products and services in the search
for excellence and to create an impressive economic value.
Vision
Mutual Trust Bank’s vision is based on a philosophy known as MTB3V. We envision MTB to
be:
 One of the best performing banks in Bangladesh
 The bank of choice
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 A truly world-class bank
Strategy
 To mobilized resources form within the country for suitable and profitable investment.
 To create new entrepreneur in the field of trade, commerce and industry by creating their
financial need and providing guidance and advice towards right direction of investment.
 To help formation of capital, broaden the investment base and develop the capital market.
 To contribute in the field of industrialization of the country and growth of National
Economy.
 To establish, maintain, carry on, transact, undertake and conduct all types of banking,
financial all investment and trust business in Bangladesh and abroad.
 To contract or negotiate all kinds of loan, private or public, from any sources, local or
foreign, and take all such steps as may be required to complete such deal.
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Organogram:
Chairman
Board of Directors
Executive Committee
Top Management
Managing Director
Additional Managing
Director
Company Secretary
Sr. Executive Vice

Executive Level President Vice President
Executive
Management Senior Vice President
Vice President
Sr. Asst. Vice President
Assistant Vice President

First Assistant Vice
Mid Level
Senior Executive Officer
Management Executive Officer
Principal Officer
Senior Officer
Junior Level Mgt. Trainee Officer
Management Junior Officer
Assistant Officer (AO)
Trainee Assistant (TA)
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2.3 Composition of the Board
Mr. M. A. Rouf, JP
Chairman
Mr. Md. Hedayetullah
Vice Chairman
Mr. Syed Manzur Elahi
Director & Founding Chairman
Dr. Arif Dowla
Director
Mr. Rashed Ahmed Chowdhury
Director
Mr. Md. Abdul Malek
Director
Mr. Md. Wakiluddin
Director
Mrs. Khwaja Nargis Hossain
Director
Mr. Anjan Chowdhury
Director
Mr. Q.A.F.M. Serajul Islam
Director
Mr. Anwarul Amin
Independent Director
Dr. Sultan Hafeez Rahman
Independent Director
Mr. Anis A. Khan
Managing Director & CEO
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2.4 Milestones in the Development of the Organization
MTBL HR division is one of the most effective and strong division within the organization. Ten
people working for the division. Most of the employee is very loyal to the organization. Different
individual involve with different function of HR. MTBL HR functions are given below:
 Employee training
 Employee Resignation
 Inward, Outward and office order maintenance
 Leave Record
 TA/DA bills maintenance
 Recruiting and Selection
 Motivation
 Compensation and Benefit
 Employee Reward
 Internship
 Performance Appraisal
Functions
Training and Development
MTBL provide both types of Training “On the job & off the job Training”. They also send their
employee abroad for train their employee. They have their personal training institute which call
MTB training institute. They have two trainers in their institute, Mr. Naba Gopal Banik
(Principal) & Syed Nazmul Haque (Officer). From where they are train their employee that is
given below:
Local
 Bangladesh Institute of Bank Management (BIBM)
 BD Jobs.com
 Prothom Alo Jobs.com
 Bangladesh Institute of Management (BIM)
 Financial Excellence Limited
Foreign
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In case of abroad training they mostly send their employee to India, Thailand, Malaysia, Sri
Lanka, Dubai and some other places. Institute names are given below:
 BSE Training Institute (India)
 The Banking Academy (Thailand)
 Union De Banques Arabes Et Francaises (Malaysia)
 CITI BANK N.A (Malaysia)
 Primary dealer Bangladesh Limited (Srilanka)
 CISCO SYSTEM (Kolkata)
 National Institute of Bank Management (India)
Most of the training held in abroad is about “CREDIT RISK MANAGEMENT” Some training
program of MTBL,
Local
 Orientation Course
 Loan Documentation
 Understanding The Fundamental Concept and Negotiable Instruments
 Internal Control and Compliances
 Workshop on “Prevention of Money Laundering”
 Workshop on “ SME & Consumer Financing Scheme”
 Workshop on SBS-2 & 3
 Workshop on “NRB Remittance”
Foreign
 Surveillance, Risk Management and Securities
 Credit Administration, Loan documentation, Risk Management and BASEL II
 Seminar on Credit and Non-credit Products and Services Activities of UBAF in Penang,
Malaysia
 Workshop “Centralization Trade Finance & Risk Management.
Inward & Outward

Inward means those letters comes from different branches or from outside the head office. And
outward means those letter goes from HR department to other branches.
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Leave Procedure
They use a “Record Book” for leave record where the entire employee have different page. Their
leave package include:
 Casual Leave
 Earn Leave
 Mandatory Leave
 Maternity leave
 Medical Leave
 Study Leave
The entire employee receives ten (10) days casual leave for each year. Earn leave and mandatory
leave receive after one year service providing for the organization. Maximum Earn Leave
balance is sixty (60) days. Most of the employees avail earned leave for going abroad. Maternity
leave duration is three months. Any employee can take three times medical leave in his/her
lifetime service with the organization.
TA/DA Bills
Employee traveling bills are recorded under the TA/DA record book. Traveling bills should be
organization purpose not for personal purposes.
Employee Reward and Motivation

For motivating employee MTBL provide different reward to their employee. Providing Air ticket
for short tour is very common thing for MTBL. HRD arrange the whole thing for employee.
Some Rewards of MTBL is given below:
 Increment
 Promotion
 Financial Incentive
 Trip to different country
Compensation & Benefit

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Usually HRD set the compensation for employee but they had a fixed salary structure for officer
level. Their salary structure is similar for same position for officer level. This salary structure
varied for different position. In case of top level they use competitive salary structure. For top
level they are going through the head hunting procedure. For attracting highly qualified
employee of other banks they offer very competitive salary. But Group Finance of MTBL
maintains the salary.
Resignation
HRD also handle the resignation of employee. It is a long term procedure to provide an
employee release order. When the topic comes about bank, Sometime employee take loan from
the bank, being an employee of that bank they receive huge benefits. So it is falls under the
liability of that employee. Until that the employee clear own liability with this organization is
unable to receive release order.
Performance Appraisal Procedure

They appraise their employee yearly. They segmented their appraisal in three different parts such
as,
 Business Performance
 Educational Performance
 Personal Trait
 Customer Relationship Management
Here, Business Performance & Customer Relationship Management only applicable for
Branches because they are working with General Banking division. Educational Performance,
Personal Trait is applicable for entire employee of MTBL. Their Performance Appraisal
procedure given below:
SELF Rating
Supervisor Rating
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Rating by Head of
the department
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MTBL, use rating system for their employee Performance Appraisal. When an employee achieve
95% marks the employee Performance Consider as good Performance. Based on Performance
Appraisal Report they provide reward to their employee such as increment, promotion and air
tickets. They also fire their employee based on the Performance Appraisal report. This appraisal
provides them the clear idea about employee performance. If employee’s performance reduce
they try to find out why the employee’s performance reducing. Based on that they use different
motivational technique to improve the performance of employee. Sometime employee required
training and MTBL arrange those training for particular employee.
Recruitment Sources of Mutual Trust Bank Limited

Mutual Trust Bank Limited has two ways to recruit people. First one is internal search and the
second one is external search. Both of these two sources are described below.
Internal Searches
In internal search, we know that it is one kind of employee search that an organization normally
makes through different means from their own company/institution. They from within identify
current employees for job opening by having individuals bid for jobs, by using their HR
management system, by utilizing employee referrals etc.
Promote employee
MTBL promotes employees to another post as their internal source. MTBL promotes those
employees who are capable to take more responsibility. It helps employees to work better in the
organization. Promotion always works well at MTBL.
Employee Reference
Employee reference means that current employees can be asked to recommend suitable recruits
from their known circle. MTBL also recruit employees from their own employee’s reference. It
helps MTBL a lot because their employees know about the new employees. It will help those
employees to work well in the organization.
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Transfer
MTBL also transfers their employees in different branches of MTBL in whole country. MTBL
does this kind of transfer on the basis of employee’s knowledge and ability to take pressure. In
this way MTBL fill up their empty position of their different branch. MTBL also transfer
employees from one department to another department
Advantage of Internal Search:

Reduce cost
It helps MTBL to reduce their recruitment cost because of the organization does not have to use
any media for their recruitment process. And they also don’t have to pay any cost for arranging
the interview.
Known Person
Organization has knowledge about that particular person. So organization can easily select those
people for their organization.
Save time
It helps MTBL to save their valuable time for find better employee because they already have
enough information about the particular employees. So MTBL does not have to use their time for
these things.
Full-Fill demand
It helps MTBL to full-fill their demand for recruiting their suitable employee’s .That’s why
MTBL uses this process.
Trusted
Employees are reliable and trusted because MTBL know about the employees. And the company
also knows that who is capable for which post. So it helps company to recruits the best
employee.
Disadvantages of Internal Search:

Shortage of fresher
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The internal process of recruitment process affects the fresh people who are capable for the job.
Because of this company don’t get fresh people to work for the betterment of MTBL.
Shortage of choice
The internal search process has shortage of choice. MTBL only can consider their current people
for the post. The company cans only choice from those people.
External Searches
External searches are done through advertisements, employment agencies, consulting firms,
contractors, job fair, internet etc. when internal search and employee reference fail to make
available quality employees, external search become necessary. Besides, for highly
qualified/experienced professionals, appointment through external sources is the best. While
making wanted ads for filling certain vacancies, the following points are to be focused highly:-
Company status/profile/growth, attractiveness of the job, internal company policies, bright
prospect/career growth, improved salary structure, office environment etc. These points attract
maximum number of highly qualified/experienced persons from which pool of best candidates,
the management can recruit/select the best person/persons. These points also help prevent
frequent movement outward of the competent staff. External Recruitment source of MTBL are as
follows,
Advertising
MTBL advertises on daily newspaper for their recruiting employees. So that potentials
employees can know about the post.
Job Fair
MTBL also recruits employees from different job fair. It also helps them a lot.
Educational Institutions
MTBL also recruits from different educational institutions. From this they collect those people
who are capable for the job.
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Web-site
MTBL also collects employees through their web-site. Potential employees can drop their
resume through MTBL web-site.
Advantage of External Search

Unlimited option:
Company gets huge people for the post. So company can Recruits best people who have better
qualifications and ability to take responsibility.
Fresh Blood
Company can get new people with new experience and new knowledge. This helps company to
do better in the market.
Swift Growth
External recruitment allows MTB for swift growth and can increase the diversity within
company. This process helps company to acquire competitive intelligence about other company.
New Ideas In external recruitment, new people come in the organization and bring new ideas.
Disadvantages of External Search

Expensive: External recruitment is very costly. To recruit employees from outside MTBL has to
bear expenditure for the sources they use.
Unfamiliarity: People who come from by external recruitment they take time to get familiar
with the company policies and work activities.
De-motivating: Sometimes external recruited people hinder the promotion of existing people.
For new employees current employees strive for promotion.
Selection
Selection is a process of picking individuals (out of pool of job applicants) with requisite
qualifications and competence to fill jobs in the organization. It is the process of differentiating
between applicants in order to identify (and hire) those with a greater likelihood of success in a
job. Although selection method can be used within an organization for promotion or transfer, this
chapter focuses on selecting applicants from outside the organization.
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It is a long process, commencing from the preliminary interview of the applicants and ending
with the contact of employment. The following figure represents a generalized selection process.
In practice, the process differs among organization and between two different jobs within the
same organization. A well-planned and structured interview process is an adequate way of
helping MTBL to select the most appropriate candidate. Whichever selection methods are used,
it is important to ensure that. The methods chosen by MTBL are appropriate to the job and will
provide added value in assessing the best candidate.
Selection Process of MTBL

For Management Level
MTBL follow the same selection procedure whatever we learn from our book which is given
below:
Initial Screening
. Compiled
Application
Employment Test
Comprehensive
Interview
Background
Examination
Medical/ Physical
Examination
Permanent Job offer
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If the candidate unable to meet the minimum qualification in any step then the applicant should
be rejected.
Screening of the application
MTBL follows some procedure during screening of the application. Those steps are given below:
 CV short listing
 Banking Experience
 Training
 Age
 Educational Background
 Total years of experience
CV-Short Listing:
 Short-listing is the vital first stage in the selection process. Measuring how candidates
match up to your selection criteria at this stage is crucial to enable you to objectively
assess which of the candidates you wish to consider further in the next part of the
selection process, generally the interview stage. Careful short-listing is particularly
important when you have a large number of applicants. CV short listing depends on some
criteria which is given below:
 Reference
 Educational Background (MTBL don’t accept any third division)
 Banking Experience (Bank Experience is most important criteria except for Entry level
position)
 Training
 After short listing the candidates HR invites them for written test which is arrange by the
“Institute of Business Administration”.
Written Test
 “Institute of Business Administration” Set the question.
 Total process is very much confidential.
 They provide all kind of suggestion to candidates.
 IBA check the exam scripts.
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 Question includes 4 part which is English, General Knowledge, Mathematical and written
Part.
 Exam Duration is 90 minutes.
Interview Panel
 May consist of 3 to 5 experience persons.
 Have adequate knowledge
 Have specific skills and competencies
 SEVP from different department and HR head’s participation is mandatory.
Medical Examination
 To make sure candidate is able to perform the job.
 Employee do not have any physical disability
 Employee do not have any serious disease
Employment
Employment is the final step of selection process. Employment means that a candidate is been
chosen for the post. If the candidate passed all the steps with require qualifications and
experience then he/she will be employed by the MTBL.
Placement
At the end of MTBL selection process includes placement of employee. They have different
Branches all over the country. Based on employee’s requirements or organization’s requirements
HRD shift those employees in different areas.
Selection Process for TOP LEVEL

For Top Level recruitment they go through “HEAD HUNTING” Procedure. This procedure
includes only interview session. For top level the most important requirements is Experience.
Based on Experience and other qualification they short listed the candidates and call for an
interview session. They also negotiate about compensation and benefits in the interview session.
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Here another important thing is applicant’s demand and how much MTBL can afford. Based on
that MTBL select the candidate.
2.5 Management Structure
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HRD
Like other departments Human resource department is very much essential. Human resource
department mainly deals with job recruitment, different types of promotion, raising salary
policies, various types of packaging. The aim of this department is to create a dynamic
environment by active and enthusiastic participation of individuals. Monthly meeting is held up
in every month in the Head Office where bank and employee related issues are discussed and
solutions are made to develop the mentioned factors and it is maintained by the Human Resource
Department.
Human resource department mainly focus on the functions:
Staffing
By staffing the HR department mainly focus on the planning, recruitment, selection, posting &
promotional procedure.
Administration
Administrative portion of the human resource activities also maintained i.e. HR department also
maintains paper works.
Compensation & Benefits

Maintain the compensation and benefit packages of the employees.
Training & Development

HR department at first find out the necessity of the training of the employees and implement the
training and development program according to the employee’s performance.
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Finding of the Study
Mutual Trust bank, as we know, is one of the fastest growing banks in Bangladesh. This credit
goes to HR department. HR department works with people and we know that for making an
organization more effective the necessary thing is to be ensure that “right people in right place”.
They are doing this thing very much effectively. They are using different procedures to hire the
most qualified people for their organization. Recruitment and Selection Process can be very
useful to an organization or it can be a complete waste of corporate investment. A strong process
can achieve best talented and increase skill and general knowledge as well as make the
organization more efficient. A poor system can drain resources and time from personnel and
budgets. This is why a strong Recruitment and Selection Process should be developed that has a
real impact on operational efficiency. That is what Mutual Trust Bank Limited is doing so. And
it is proved and can be seen from the above analysis and interpretation of the data that is based
on findings.
As we know Recruiting and Selection is hiring the best candidate for an organization. They are
doing it very effectively. They are using all the procedure for hiring best employee such as, for
management level they are following head hunting procedure as well they are going through a
strong interviewing procedure for officer level. Their Recruiting procedure makes their employee
more confident and each steps like a training. They know so many things from their Recruitment
procedure. Mutual Trust Bank Limited is different from other organization in some cases such
as,
 Most of the organization train their employee before join in the workplace where MTBL
train their employee after joining.
 Organizational culture is a big fact for an organization where mutual trust bank has a nice
corporate culture with friendly environment.
 People get the both formal and informal environment over there.
 HR always tries to motivate the entire employee.
 Working environment is very nice that is why employee feels comfort to work with such
environment.
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 This organization provides a nice learning environment which helps the newly joined
employees to work with previous employees.
 Organizational Structure is flat for each and every department, so employee can easily
communicate with their supervisor.
Finally I will say that MTBL is growing fast because of their employee effectiveness and the
effective employee is provided by HRD. So their HR planning which includes Recruiting and
Selection procedure is very effective. Effective Recruitment & Selection procedure is an asset for
a company. Wrong Recruitment and Selection procedure is only waste of money and time.
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Recommendations for Improving Job Satisfaction
MTBL has extremely wonderful and systematical working techniques. To recommend MTBL is
quite difficult thing for me as an internee. The HR function is adding more and more value to
modern organizations. The new changing HR professionals carry with new responsibilities and
confronts. But all things around us are changing at an accelerating rate. Today is not like
yesterday and tomorrow will be different from today. Given the fast changing, dynamic global
economy and the increasing pressure of globalization, liberalization, consolidation and
disintermediation, it is essential that MTBL has a robust recruiting and selection policies and
procedures that are sensitive to these changes. At the time of my internship in HRD at MTBL, I
have found some points to be noticed to Recruitment and selection section for betterment of
MTBL.
 Successful employment planning is designed to identify an organization human resources

need. Mutual Trust Bank Limited can use software to keep employees update which type
of qualified employees they have forecast future requirement of qualified employees like
other organizations.
 Most of the cases they recruit from their employee referrals so my suggestion is always
vacancies should not be filled from employee/influential referrals.
 For specialized positions, they should use their own employee first who is engaged with
the company from so many years.
 MTBL should recruit the employees through publishing the vacancies on newspaper,
internet as well as in their intranet.
 MTBL should organize seminar, campaign and do some promotional activities to provide
proper knowledge about the company.
 MTBL should change the policy of instant resignation. Their instant resignation policy
include employee should paid 3 month’s basic salary to the organization. Sometimes it is
de-motivating their employee those who are not feeling good with that organization.
 MTBL is not providing internet to their employee that is why they are disconnected from
world’s updates.
 MTBL do not have any relaxation room where employee needs some refreshment in
between their duty.
26
 MTBL do not have any cafeteria that is why employees are always bring food with them
or they are taking outsides food which is expensive and not hygienic. If this organization
arrange a cafeteria within their organization employee’s medical problem should be
reduce.
 MTBL should provide some flexibility to their employee in terms of religious purpose.
They do not have any prayer place for Muslim employee.
27
Lessons Learned Throughout The Internship:
During my 3 months of internship period I was assigned to work in the Human Resource
Division. Throughout the time I got chance to work on different sectors that HRD look after. But
mainly I worked on the contractual recruitment Process, employee medical assistance fund,
internship, joining of new employee procedure, employee training list preparing, car loan
sanction list making, data bank, transferring of employees from one branch to other and also
other daily basis tasks regarding inward and outward of HRD.
I don’t have clear knowledge of any other department of MTB as I didn’t work there. But
whenever they asked me for any help I willingly and with joy tried to help them. From the very
first day my Supervisor instructed me regarding everyday works and other officers of HRD also
was very helpful throughout the time. This whole time I gave my 100% effort to complete my
assigned tasks on time. I did enjoy my work a lot. During the time I had to talk with applicants to
call them for written test, interview which helps me a lot to know how corporate communications
are happening in organizations. While working on the Database I got to know that every
information is very important and we need to cross check them again and again before putting
then into the finale database. I got to know how MTB perform their joining of new applicants
and how their background is being checked. Undoubtedly these lessons will be very effective for
me for my future career.
Working Experience and Improvement:

1. Job related Technical Skill:
I learned how to work in the Mnet software of the bank. The software is undoubtedly very much
advanced and the usage is also not very complicated. Only MTBian can access the software by
logging into their account on that software. I used it using Officer jilani’s account but I had all
the access of that software. It includes all information regarding MTB and its employee. By
using that software I could easily find every employees posting, details. The log in time and log
out time of the employees, their personal information, updated and latest notices of officers and
higher management from any branch is published here. I checked the transferred employees by
the help of this Mnet. By typing only the name of an employee could easily see his detail
information and if any changes needed then I inform to the FAVP Jaman vai about that.
28
2. Communication Skill:
Communication skill is a very important skill while working in any organization. HRD is such a
sector where communicating with other is a day to day activity. So it was my first responsibility
to behave in a certain matter while communicating with the employees, new applicants,
applicants who are coming for interview and also with other officers of the department. I had to
make calls to new applicant of various positions to inform them regarding their interview time,
place and time. Many of them had many queries regarding the post or remuneration then I had to
deal with them very delicately as the impression of MTB was based on my communication
method.
3. Analytical Skill:
Through my internship period I have learned a lot of analytical skills. I have learned how to deal
with different applicants and how to manage the queries of newly joined employees in the
company.
4. Problem Solving Skill:

Observation is something that helps a person to identify any particular problem. When we
observe our surrounding we got the idea and knowledge of solving any problem. While working
I observed how my co-workers dealt with any problems that occur and based on that I was able
to to come out with instant solution of a problem. While recruiting new employees often some of
them forget to bring their documents or cannot come on assign time among that situation I
contact with them and gave them another time slot by replacing their date of joining with others.
It was possible for me as I have seen my senior officers were doing that while these problems
occurred.
5. Personal Development Skill:

This internship period also helps me to develop my personal skills as well. I learned a lot of new
things during my internship and these all are very important for self-development of a person.
My listening skill improves so much as I have learned that listening to others first is important
first before judging or giving own thoughts. Working hard and finish work on time is also very
important and that improves my punctuality and work discipline well. I learned about the
29
corporate environment and also the fact that no matter how hard the situation is always being
positive and put a smile on face spreads positivity in the office.
Difference between Academic and Practical Knowledge:

Academic knowledge and practical knowledge both have equal importance in our life. One is
incomplete without the having the other one. In my internship period I understand this very well.
As my academic knowledge helped me during my internship to complete my tasks properly.
Having academic knowledge can boost your practical knowledge in such a positive way which
helps you to achieve desired goal. For example, in my management courses I learned the
organizational structure, working process and behavior which helps me working in the bank
easily and also was able to match the environment in a short time. In my MIS courses I learned
about many functions of pc which helps me to reform many data table and documents. In my fin
courses I worked in Microsoft excel which helps me to work on different database.
Academic learning is more theoretical. In theory we learn details of different terms of how an
organization works and how its process its works. This academic knowledge helps us a lot in or
practical life. But in practical field while working I discovered that there is a lot to know and
learn in practical life which theories are unable to give us exact solution. As any problem arise
while working in the bank I realize that to solve the problem the combination of communication
skill, common sense, problem solving skills and analytical skills with academic skill is very
important. So we can say that though there is difference between academic and practical field but
yet both the knowledge is equally important to do well in career.
Interaction between Supervisors and Co-workers:

I got this internship through one of my father’s friend Morshed uncle who is the branch manager
of MTBL Motijheel branch. When I got the call from the HRD to come there for a short
interview on 8th January I was both happy and excited. On that appointed day I went to the MTB
Center, Head office of MTB and there Senior Vice President Marcus boss took a short interview
of me by asking about my family and educational background. He was really nice to me and
called junior officer Rashna and asked her to introduce me to the HRD team. I joined on that day
30
and I got the instinct of that the upcoming three months is going to be very enjoyable and
amazing for me.
My co-workers were so welcoming and very friendly throughout the period of my internship. I
was assigned tasks from the first day and gradually the work load was increasing. Despite that I
got proper help from all of my co-workers. Whenever I found any difficulties they helps me with
suggestion and ideas how to solve the problem. They really like my enthusiasm, efficiency,
dedication for work and also was pleased with my work. My supervisor and other co-workers
praised me with their best regards. My co-workers started to share their lunch and snacks with
me. Every evening we used to buy different type of snacks and share with each other. We also
had a lot of chitchat over the time. We made a good bonding in this short span of time.
Other than my department I also had a good relation with other department people. They also
liked me for my friendly behavior and sincerity towards my work. They often asked me how I
am liking it here in the office and how is the work going. Even few days we went out for lunch
together. They become so close to me in this short time that they become sad to know that my
internship is going to an end soon and same goes for me as well.
How I have dealt with difficulties I have encountered:

In the first few weeks I faced some difficulties to identify the works of the different sectors of
HR. But eventually with time I got to know that which sectors are covered by which officers. As
it was my experience in a corporate office so to know the formal behavior of the office also
requires some time. While preparing the car loan sanction list I also faced some difficulties as
based on designation the amount of the loan is allocated and for that I needed to memorize the
list where the designation and loan amount was enlisted. Afterwards it became easier for me to
make the database. I also face difficulties to make the medical allowances fund as I had to check
every documents that is required for enlist the employee’s medical expense list.
In the joining process the required documents that the newly joined employee needs to submit is
also mentioned in another list. I had to recall the names of all the required documents so that I
can check if all of them are submitted by the employee or not. Apart from all this when I had to
deal with the applicants or interns for interview some of them asked so many irrelevant questions
31
and also demanded time schedule as per their own will which was very much difficult to make
them understand technically by not hampering the image of MTB.
Difference between Expectation and Experience:

Before starting my internship I used to think that corporate environment will be very much
formal and strict and the people who works there must be very boring and working machine. But
my whole idea changed as I joined in MTB. Every officers were really friendly and gave a warm
welcome to me. I used to think that if I would do any mistakes they would be very angry on me
and also be disappointed but they changed my opinion. Whenever I did any mistake they dearly
taught me and gave me ideas to solve the mistake.
The way i expected about corporate world and what I actually experienced was really different.
Everyone was very much supportive and also motivated me. They also share their previous
works and mistakes they done and how they solve those problems. All of them encouraged me a
lot and it really makes me hopeful for the future.
Influence on future plan and career:

Though I am a marketing major but I also wanted to learn HR practices in an organization. As I
have done finance courses as open elective so I desired to work on a bank and luckily got the
opportunity to do my internship at MTBL. Through my internship I have a learned many lessons
regarding workplace, corporate behavior, practical tasks, skills etc. It helps me to improve my
communication skills, analytical ability, risk management, conflict management, time
management, proficiency etc. along with this it also helps me to made some professional network
which might help me in the near future for my career. Also got the idea of banking sector and
various department of banks. The salary of banks inspired me also. They pays handsome amount
of salary for entry level officers. The friendly environment of a bank also encouraged me a lot to
work on a bank as well.
Though the working style of a bank is very tedious and sometimes less challenging. As there is
less opportunity to do some innovative or creativity but again there is always chance to come up
with different suggestion. The higher authority will entertain your ideas if it can beneficiary in
32
the long run. After working as an intern in MTBL I decided to join in a bank though I had other
plans as well before. But the working environment and works motivated me so much so I would
like to do my MBA and well prepared myself to join in a bank.
Go back and redo:

If I get another chance to redo my internship I would choose to work in Mutual Trust Bank again
as an intern of human Resource Division. As I have already worked here, I know the people,
work and environment of this division. I would love to work with them again and again. This
small three month period boost my confidence level so much that now I can say that I am a
confident professional person. And without any doubt I would like to give the credit to MTBL
and its people who always been a great support to me.
Conclusion
I have tried my best to make this report a successful one. But despite my wholehearted effort, I
could not make it a full-proof and 100% accurate report due to some limitations, constraints, lack
of my experience, and inaccessibility to the official rules and papers, short time of only three
months and other factors I discussed before. The human resources are the most important assets
of an organization. The success or failure of an organization is largely dependent on the ability of
the people working therein. Without positive and creative contributions from people
organizations cannot progress and prosper. In order to achieve the goals or the activities of an
organization therefore they need to recruit people with requisite skills, qualifications and
experience.
Recruitment is an important issue for any organization. Recruitment and selection allows an
organization to assess the vacancy and choose the best personnel who will lead the organization
in future. So the organization should give more emphasize on selecting a person. A person who
can carry forwarded the organization in terms of development, values and ethics. The focus of all
aspects of Human Resource Development is on developing the most superior workforce so that
the organization and individual employees can accomplish their work goals in service to
customers.
33
MUTUAL TRUST BANK focused on building high-quality human resources with expertise and
professional skills adopting the Human Resources Re- Engineering and Development plan with a
view to creating an excellent customers service environment for ultimate achievement of
sustained profit growth making no comprises with the quality asset creation. The Bank’s Human
Resources Development strategy is to build up quality manpower with conceptual/managerial
knowledge, skills through designing/arranging of continuous in-house and out-house training
programs. The Human resource department of Mutual Trust Bank performs many different roles
and responsibilities. They take full responsibility for human activities like employment of
recruiting, training and development, employee service, employee and community relations,
personnel records, rewarding employees etc. The HR officers of this bank are very much concern
to design and deliver efficient and effective HRM system, process and practices. They spend a
lot of time to ensure employees satisfaction. They work on finding creative ways to ensure a
positive work environment.
The office environment of MTBL is superb and tremendous. Cordial relation exists everywhere.
Particularly I like to mention the HR department where I worked as an internee. I have seen there
the job environment situation as very fantastic. Their team spirit is worth mentioned. There
service quality is very high. They have acquired the current position in the market through their
efficient marketing forces' and wholehearted efforts. They have been maintaining their offices
also in international standard; very good working environment exists in their office which
inspires the staff to work whole heartedly and diligently.
34
References
Websites:
www.mutualtrustbank.com
www.bangladesh-bank.com
Books & Reports

1. Debid. A. Decenzo (1990) Fundamentals of Human Resource Management.
2. M. O. Ali, Essentials of Human Resource Management.
3. MTBiz of last September and October.
4. Annual Report of Mutual Trust Bank Ltd. 2016
35
Appendix
36
Appendix
Journal: 01
Prepared For: Rahnuma Sanjana

Prepared By:
Name: Khadiza Rahman Shorna
Id: 123 0301 030
1st Journal
“Introduction the Workplace”
The internship experience is to give us a peak into the corporate world after completion of years
in learning about it, to see and experience more than the theories that have been taught. I got the
opportunity to start my internship at Mutual Trust Bank Ltd, Corporate Head Office from
January 08, 2018.
Introduction:
On my first day, I met the Senior Vice President in the Group Human Resource Division, Mr.
Marcus Cornelius Gomes. He gave me a short presentation about the bank and its systems and
took a short interview. He at that point posted me in Group Human Resource (GHR) division for
couple of weeks for my Internship and called one of the junior officers and ask her to acquaint
me with alternate officers of the division. They gave me a warm welcome to the group. GHR
includes HR Operations & Peoples Pay; Re-sourcing & Talent Acquisition; Organizational
Development & Learning; Employee Discipline, Audit & Regulatory Compliance.
Learning & Achievements:

The first week is full of new learning. Here is the list of jobs that I learned and worked on in the
first week-
37
 Firstly I became familiar with the Reference Check that Mutual Bank does while
recruiting new employees. Here I was assigned to work in the Reference Check Database,
where I had to put required information regarding the new employee and there given
referees. After putting all the necessary information posted them in the template of
reference letter for doing mail merge and printed the hard copies. Then add a stamp size
picture of the employees in the reference questionnaire and put MTB seal on the picture
and paper in such a way so that the chance of fake documentation can be reduced. After
that we mail it to the referee’s address to complete the verification of the employee
background and wait for their reply to proceed further.
 I also taught how to check the Placement of MTB Employees of around the country by
using MTB’s own Mnet which is an intranet service. By writing the name of a certain
employee I was able to check the profile of that employee and where is his posting now.
Observation and Recommendation:

Throughout the first week, I experienced the environment of the office, how people are talking,
sharing and most importantly how they are working together as a team. I learned about the
corporate environment and behavior techniques which is undoubtedly an amazing experience.
Here are a few observations I made during the time.
 Mutual Trust Bank LTD has a friendly organizational culture, but they are formalized
structured, stable, consistent, procedure oriented, follows formal rules and policies. This
is why in a short span of 19 years, the bank has earned success in dependable delivery,
smooth scheduling and low cost.
 As we have learned in theories, there are elements that can be used to describe or
influence organizational culture. Its core values are customer delight, innovation, ethical
values, caring for Human resource, socially responsible and shareholders’ value. Control
systems and Organizational structures: MTB follows strong Hierarchy based control
system through the strong organizational power structure. Symbols: Rituals and
routines: Management holds regular inter/intra division meetings, board reports and
conducts Training & Development sessions for employees.
38
Notable incident:
All the employee shares very good relationship with each other, very friendly working
environment. The company participates in different tournaments. While working there I
witnessed the excitement among the employees regarding a friendly cricket match between the
departments. Moving into the corporate world has been so far without a doubt a splendid
experience for me due to the structured yet friendly environment. I look forward to learn a lot in
the upcoming weeks.
39
Journal: 02

Prepared By:
Id: 123 0301 030
2nd Journal
After passing one week, I started to get more comfortable with my work as an Intern at MTB
LTD. I was still working with the Human Resource division which consist of four segments1.HR
Operations & Peoples Pay, 2. Re-sourcing & Talent Acquisition 3. Organizational Development
& Learning, and 4. Employee Discipline, Audit & Regulatory Compliance. So with time, I was
getting more and more acquainted with the works related to these segments.

2nd week was more of the continuation of my first week’s learning. Here is the list of jobs that I
learned and worked on in the second week-
I was given to check and complete files of newly joined employees, which were filled up with
their joining related information. I was mainly instructed to check whether every employee has
given their referee’s official visiting card or not. This is because if we don’t have their official
cards then it will be tough to contact them and verify the newly joined employee. Throughout the
week I had to check and prepare reference check documents for the newly joined management
trainees and assistant officers’ files. Senior Officer Jilani bhai given me some files and asked me
to number the pages. As these employee files are very important and it’s very important to
number the pages; so we can easily know which documents are in which page. It is also for track
the records accordingly and find any document when needed.
40
Throughout the first week, I experienced the environment of the office, how people are talking,
sharing and most importantly how they are working together as a team. Here are a few
observations I made during the time.
I got to know every documentation is very important and also every file is passed and checked
by more than two officers so that there shouldn’t be any mistake. The reference check is a very
important step for recruiting new employees. To know about the employee’s history it is very
essential to have a proper reference. Regarding reference there are some measures that the bank
follows.
 An MTBian cannot be used as reference
 It is good if the reference is not from the employee’s family as there is a possibility of
being biased towards the candidate.
 It is better to give the reference from previous working place so that it will be easier
for the bank to know about the employees working abilities.
From my undergrad studies as I have learned in theories that in an organization they follow some
steps or structure in every activities is relatable in every aspects of my work in MTB. In my
management courses I learned about employee recruitment process and this week I got the
chance to know the after process of recruiting an employee.
Notable incident:
I got a fixed seat in the Group Human Resource Division from my second week at the bank. I
also received a verbal appraisal for quick learning and making no major mistakes.
41
Journal: 03

Prepared By:
Id: 123 0301 030
3rd Journal
Work Done:
After working in Group Human Resource Division for two weeks, I got used to in the work
there. As one of the senior officers went on a leave of 1 month, the pressure of work increased.
Hence, pressure of work increased and the other senior officer along with other officers had to do
her work along with their own. I tried my best to contribute as much as I could to help them.

In my third week, I started to work on “MTB Employees’ Medical Assistance Fund” (EMAF).
To prepare the fund I needed to learn the followings:
Objective of the Fund:

The objective of this fund is to provide financial assistance to the employees or her/his family
members for Medical Assistance due to serious illness as stated below:
 Medical support for all family members’ of employees in case of serious illness where
hospitalization is advised by the Doctors.
 Medical support for all family members’ of employees in case of surgical operations.
Medical support for maternity charges for female employees/spouse of male employees.
The facility will be admissible for 2 (two) children during the tenure of services of an
employees at MTB.
42
 Medical support for all family members’ of employees for hospitalization abroad in case
of serious illness and recommended by specialized physician.
 The facility should be limited to the confirmed employee’s family members. Children
attaining 21 years of age or on getting married, whichever is earlier, shall not be entitled
to reimbursement of the cost of the medical treatment.
 The following expenses are not claimable:
▪ Dental treatment ▪ Circumcision ▪ Child birth
expense in excess of a total of two children
Required Documents:
List of documents required for settlement of claims are given below:
 Consultant’s recommendation for hospitalization
 Discharge Certificate
 Bills for consultants’ fee(s)
 Bills for room charge, investigation and others
 Bills for medicine(s)
 Bill for surgical operation
 Bill(s) for ancillary service(s)
Before disbursement of claim to a concerned employee, the Human Resources Division will
carry out all due diligence and verification.
If there is any doubt regarding meaning and interpretation of any provision of this policy or any
issue or situation arises which is not covered by this policy, in that case the Head of HRD will
consult with the Managing Director & CEO and act on his advice. My work was to cross check
the files of the employees who submitted application with proper documentation of being sick or
hospitalized. I put all the data in the medical assistance database and cross check if the required
documents are included with the application or not. It was a full learning week for me as I got to
know how their Medical Assistance Fund is prepared.

After knowing the details of how to prepare employees medical assistance fund I got to
understand that it is very important that all the required documents are attached with the
43
application so that no one can claim falsely from the fund. MTB also keep track of their
employees whom took money from the fund so that they have the data of the medical assistance
fund of each employee. In my university life I have learned through my courses that keeping
track of the money that employees take from their company’s funds is very important. So that in
the time of any need company can easily identify every detail information of each employee.
MTB also follows that as they are maintaining their every database quite well.
Notable incidents:
MTB organized an intra department cricket match for the employees. GHR employees also took
part on that match. We were there at the field to cheer our team.
44
Journal: 04

Prepared By:
Id: 123 0301 030
4th Journal
Work Done:
The work pressure in the bank increase tremendously in the 4 th week. As I was also attached with
the bank by now so I got to know the works and my seniors also assigned me with important
works which also helps me to learn more. Another junior officer took a leave for 2 days so the
work pressure was more that week.

Here is the list of jobs that I learned and worked on in the fourth week-
 I continued working with the employee medical assistance files. Apart from cross
checking the documents, I also learned how to make a complete employee medical
assistance database. It needs to be filled up by the name of the employee, employee ID,
amount of expense, cause of sickness, relation with employee (if the patient is not the
employee himself) etc. I was assigned to make a database of the employees who applied
for help from medical assistance fund from last year June to December. That whole week
I worked on that database and made the medical allowance fund consisting of 320
employees who applied for help from the fund. After completing the database along with
my senior officer Jilani, we cross checked the amounts again and printed out the hard
copies to submit our Senior Assistant Vice President. After that our SVP along with the
45
special committee make the final decision based on all the documents decided the sum of
money that will be provided to the employees who wanted help from the fund.
 I was also given some files to number the documents and cross check if the required
documents are present in the files or not.
 I was also assigned to make some reference entry of newly joined employees for that
week.

 In GHR the number of employee is less than the number of work. Due to lack of right
number employees, the existing employees cannot always deliver quality service, even if
they want to. Employee scarcity creates an extra workload for employees, which hampers
their work speed, quality and efficiency, leaving employees in a harsh mental labor
condition. As work pressure is high, it takes longer to finish work. So, increasing the
number of employee in the HR division will help to increase its work efficiency and
GHR will be able to complete its all work accordingly on time.
Notable incidents:
As I was helping to make the employee medical assistance fund database, my supervisor and the
employees of GHR, praised me by saying that they need more sincere officers like me. It was a
proud moment for sure!
46
Journal: 05

Prepared By:
Id: 123 0301 030
5th Journal
Work Done:
In the 5th week the work pressure was tremendous than before. I have already completed a month
so, I was quiet familiar with the workings of GHRD. My boss gave me some new work in that
week and also discussed about my learning throughout the month.

Here is the list of jobs that I learned and worked on in the fifth week-
 Made a list of all trainee sales officer for interview and was asked to communicate
with them. I was asked to call them and inform them their interview date, time
and location.
 I was also asked to prepare an internship note. Junior officer Rashna tell me all
the details of how it should be prepared. She gave me about 35 resume of students
from different universities and asked me to put important details like name,
address, department, result, university and the branch in which they want to place
the interns. Based on her instructions I prepared the internship note and finally she
instruct me how to place them on different branches. The address of the applicant
is very important as based on that HR place them on their nearest branch from
their home as they don’t give any allowances. After completing the note Rashna
apu gives her sign and submit it to SAVP sir to sign it and finally to SVP Sir to
grant permission to forward it to our SEVP sir for final approval.
47
 I also got the opportunity of making some greeting cards for all the divisional
heads working in MTB Head Office along with MD and DMD sirs. While
discussing with our SVP sir regarding my last month work experience and
learning I shared by this idea of giving greeting cards to all the Divisional Heads
of MTB center for Falgun. Boss appreciated my idea and gave me the opportunity
to make the cards for them. He also gave me some suggestion regarding my work
and encouraged me for my efforts.

The activity of an intern isn't generally simple, we enter the associations with a considerable
measure of desire, and we attempt to give our most ideal chances. In any case, in any case, most
associations influence assistants to do administrative works that they don't need their
representatives to sit idle on. Entry level positions are a chance to get involvement and an
information into a specific association or industry. Everyone needs to get the most out of a
passage level position experience yet now and again the wants of what an impermanent activity
conveys to the table surpass reality. When in doubt, understudies are hoping to get some gainful
work engaged with a field they are possessed with building their future business in; they would
lean toward not to do unassuming endeavors, for example, such as documenting or information
section, throughout the day consistently. In any case, on the off chance that you go into an entry
level position supposing you won't need to do any humble assignments, you'd not be right.
These endeavors, though debilitating, are imperative to perception the association and how it
capacities. The endeavors and ventures you are selected is extremely compelled until the point
when we increment more experience, grasp the association and its business better and have
shown our ability in the critical extents. In this way the more drawn out our entry level position,
the more we receive in return. All temporary jobs in corporate expecting to do some humble
livelihoods be that as it may, there should furthermore be more liberal exercises offered to us.
Being proactive is generally viewed decidedly and we will, more than likely, be given distinctive
assignments to tackle that may play a greater amount of our characteristics. Normally when I'm
not occupied, I make a few inquiries the workplace to check whether there's any individual who
needs some assistance. Be that as it may, when I'm given less intriguing activities, I attempt to
48
ensure I finish all my allocated undertakings to an elevated expectation and on time to
demonstrate I have a honest to goodness enthusiasm for the organization and its improvement. I
accept even the most fundamental of assignments will help me to expand my comprehension and
information of the business.
49
Journal: 06

Prepared By:
Id: 123 0301 030
6th Journal
Work Done:
In the 6th week the work pressure in the bank increased tremendously. I was given couple of
work to complete on time. Boss gave me a project regarding Internship Process. I felt very
excited to complete it and show it to my Boss for his review.

Here is the list of jobs that I learned and worked on in the sixth week-
 Made a list of all selected interns and was asked to communicate with them. I was
asked to call them and inform them that they have been selected as interns of
MTB and inform them the date and time to come to MTB Center to collect their
offer letter.
 Junior officer Rashna showed me how all the details of the interns put into a
common template of internship offer letter and cross check if everything is alright
or not. If the offer letter is done with checking then print it and need to go to our
SVP boss for his sign. After approving by boss we need to do a photocopy of that
offer letter. Based on her instructions I prepared the offer letters of all the interns
of the selected internship note.
 I also marked some personal files and also registered the inward documents of
that week.
 I was also asked to make some reference letters for background check of
employees.
50
The selection process of interns is no less than job recruitment. MTB gives equal important to
their every sectors which shows how serious they are about their procedure rules and regulations.
But less number of employees is a big challenge for GHRD to complete all the works on time.
Every employee has to check up on several different parts which is not that easy for them. For
this reason, some of the procedures got delayed unwillingly. This problem can be solved easily
by increase the number of employees and divide the works accordingly. In my university courses
we have learned that when the work pressure is high and works are different then it is better to
choose employees accordingly who is best suited for the job. In that way easily we can get our
expected result.
Notable incidents:
As Pahela Falgun was in that week and I prepared cards for all
the divisional heads so my Boss took me along with him to all
the Divisional Heads, DMD and MD sirs for greet them. All
the Bosses liked my card a lot and praise me for my
innovative idea and work. It was undoubtedly a festive and
proud moment for me. There are some pictures that we took
on Pahela Falgun:
51
Journal: 07

Prepared By:
Id: 123 0301 030
7th Journal
Work Done:
In the 7th week it was mostly the continuation of the 6 th week’s works for me. I was given couple
of other works to complete on time. Boss reviewed my project regarding Internship Process. I
felt little nervous yet happy to show it to my Boss for his review. He liked my work and also
gave me some suggestion to update the database.

Here is the list of jobs that I learned and worked on in the seventh week-
 The selected interns whom I had called last week to collect their offer letters came
to the office that week. Junior officer Rashna instructed me about the procedure
and based on her instruction I dealt with the interns. I gave them the photocopy
and asked them to write received and give their sign on the paper. After
completing that I gave them the offer letter one for themselves and one copy for
their university. I also gave them an instruction list for the interns of MTB. Along
with all this I also provided them a joining form which they needed to sign by
their allocated branch manager and submit it to the GHR as after receiving the
joining form the date of the internship is counted.
 There was a interview of Customer Service Executive Officers so I was asked to
prepare a list of their names to make the attendance sheet for the interview and
also call them during the interview.
52
 I also marked some personal files and also registered the inward documents of
that week.
 Bangladesh Bank issued a code of conduct for all the banks and based on that
MTB revised and changed their code of conduct to match that. My boss asked me
to help him in the proof reading section. We both rechecked MTB’s code of
conduct with the Bangladesh Bank’s one and did necessary changes on our end.

The whole internship procedure takes a bit long time. As when I called the interns to confirm
their internship some of them already joined other places. It took time to create the internship
note and in this time gap students who are seeking for internship joined elsewhere. But their data
remains in our database which gives wrong information about the total numbers of interns
present currently at MTB. My recommendation would be to update the notes as we get
information regarding a particular interns so that in future we will have accurate information
regarding it. Also need to maintain the list of the branches where the interns are placed, by doing
that we can have knowledge about where we need to place the interns and where not. My
learning of database in my core courses was a great help to accomplish the tasks.
Notable incidents:
Our work station is in the 5 th level. It is divided into three parts. Our Division, MD sir’s cabin
and Board Lounge. End of that week some renovation work started in MD Sir’s section so it was
quiet bad smell in the floor and working in that condition was not easy.
53
Journal: 08

Prepared By:
Id: 123 0301 030
8th Journal
Work Done:
In the 8th week it was quite difficult to work in the office for all the employees of our floor. The
smell of the paints and insect killer was so strong that everyone was feeling suffocated. MD sir
shift the employees to the 2nd floor for 10 days due to this situation. For that reason my boss gave
me a leave of that week as providing proper working facility was a bit tough in that situation. But
I requested my boss for coming to office and work till lunch break. My boss appreciated my
dedication towards work and said that I can come.

Here is the list of jobs that I learned and worked on in that week-
 I helped senior officer Kuddus in the joining process of Customer Executive
officers. Kuddus vaiya gave me a chart of required documents for joining and
asked me to cross check if all the documents are given or not. I rechecked them
all again and make individual files of these contractual employees.
 I also registered the inward documents of that week in the inward register copy.
 I also prepared a list of participants for swift training program. I helped Ashraf
vaiya to choose the employees from different departments of the branches and
make a list and published it in the Mnet.
54
My observation for that week was doesn’t matter how much difficult it is, every employee of
MTB is very much dedicated for their work. It was more like going up in the 5 th level for the files
and then again coming down and working in the 2 nd floor. It was very difficult to work and come
out with desired outcome but the employees of MTB put their hundred percent effort and without
any complain they worked in that difficult situation. It simply represents that the dedication level
of the employees is undoubtedly something to get good praise. Despite of every situation
employees gave their best effort to get the desired outcome for the organization. In my university
life I have seen that dedication from all the faculties during any crisis situation. So, it is one of
the reason of success for any organization to reach their desired goal being completely dedicated.
MTB people are also a good example of that I can conclude for now.
55
Journal: 09

Prepared By:
Id: 123 0301 030
9th Journal
Work Done:
In the 9th week the work environment get back to its normal situation again. This week was more
or less like the previous weeks. By now I have learned the working procedures of MTB pretty
well and this week was more or less the continuation of the previous weeks. That week Marcus
sir assigned me with a new project work regarding Data Bank.

Here is the list of jobs that I learned and worked on in that week-
 Data Bank is mainly a resource of CV of experienced employees who has applied for any
suitable position in MTB. Different applicants mail or emailed their CVs to the GHR and
among them Marcus boss chooses the ones that should be enlisted in the DATA BANK. I
was assigned to entry all the information of the applicants present in the CV to the data
bank and find out if there is any update needed in the software. To open this data bank
needed an id of an MTBian and a password as without that cannot access the software.
While entering the software there comes Home, CV Entry, Report Search these three
options. By clicking the CV entry part I can find another window that contains four fields
for entering different information regarding the employee. These fields are
- Personal Information
- Education
- Experience
56
- Expertise
By completing these field with required information will give a Tracking number to each
employee’s information. That is how the entry part of a CV of an applicant is completed. Then
by going to the reports search field can able to find out desired applicant from enlisted applicant
list. I almost enter 40 applicant CV on that Data Bank on that week.
 Prepare employee medical assistance fund list for the month of February.
 Made some reference letter for newly joined employees.

In my new work I observed that MTB always try to come up with new technological ideas to be
more updated and ease the work of their employees. By making and maintain the DATA BANK
software they tried to find out the shortlist of suitable candidates for the best suited job in MTB.
It helps and ease the work of the present employee of MTB. Only by mentioning needed criteria
searching on that software an MTBian can easily find out the best suited person for a particular
post on a particular time. The IT of MTB is really hardworking and innovative and I can say it
because of the Data Bank software that they developed. While working on the software I found
some difficulties which I listed to show to my boss in the following week and hopefully boss will
like my recommendations and will update the software. In my academic life the courses I have
done I learned so many things which was a great help to identify initial problems and also helps
me to come up with instant solutions.
Notable Incidents:
In that week there was birthday of Junior Officer Rashna. The entire GHR department arranged a
small party for her at the evening in our meeting room. They arranged a cake and flower bouquet
for her and also give her a gift voucher from the entire HR Team. It simply reflects that MTB
people are not only social but also maintain a very friendly bonding with each other and make
their coworker feel special on their special occasion.
57
Journal: 10

Prepared By:
Id: 123 0301 030
10th Journal
Work Done:
In the 10th week the work pressure was quite more than the other weeks as a new branch of MTB
has been opened at Mirpur. One of the officer was assigned to go to that branch to help them so
the work pressure in HRD was a bit high. Though already everyone is able to cope up with any
current crisis situation. For me it was the continuation of previous works of the previous weeks.
Here is the list of jobs that I learned and worked on in the tenth week-
q That week I continued working with the data bank. As my boss asked me to find out the
problems that occur during entering the appropriate applicants CV on the databank.
While working on the Data bank I find out some problems that needed to be updated.
When I discuss the problems with Marcus sir he asked me to prepare a note regarding
what updates are needed for the software and discuss it with the IT officer. Based on his
instruction I prepare a requirement note which includes
FOR CV Entry Part:
In Educational Information need to add up these two:
 Amil
 EMBA
Need to make the fields visible:
 Other qualification ( Professional )

58
 Special Training
Needs 2 fields in the Experience Info:

 In Experience Info it needs to add Field of Total Years of Experience of the employee.
It can be a open option to write the total number of years of experience of a particular
employee or can be a drop up option for 1-30 years and 30+ years.
 The expertise field needs to be shifted in the experience info as it is, so that when we
search for a current expertise the current/latest expertise of the employee can be easily
shown in the reports search part.
For Report Search part:

In report search option the window of application info must show the followings:
 Applicant ID / Tracking No
 Name of the employee
 Current Designation
 Company name
 District/Division of the branch he is working in
 Expertise
 Total years of Experiences
Need to include following search options to find out desired CVs:
 Expertise & District ( current working )

 Designation & District ( Current working)
 Tracking Id
Need options for archived the dummy CV’s.
q Write the inwards in the register copy.

q Prepare some employee reference check letters for the newly joined employees.
q Mark and cross check some personal files of employees.

59
I am almost near to the end of my internship period. The works that I have learned is
undoubtedly going to be very helpful in my future career. That week was more or less like
continuation of the previous week’s works. But the updating data bank work was a new project
for me. To find out the problems and update them with a proper solution requires to think
analytically. In a short span of time how can we search our desired applicants is described in my
requirement not. By discussing them with boss I showed my views that how can this help
employees to find appropriate employees based on specific requirement. The courses I have done
on my graduation program also helps me a lot to identify the problems and do proper planning to
update the software. Theoretical knowledge along with practical knowledge helps a lot in this
matter. By updating above details it will be very easier and less time consuming for any
employee to find out enlisted applicants from the DATA BANK.
Notable Incidents:
Our respected Senior Executive Vice President Md. Nurul Islam sir who is also the Group Head
of HR has successfully completed his career and took retirement. The whole office gave a
farewell party in the 6th level in the honor of him. The entire department was very sad to say him
goodbye as he was a very kind and always been a good mentor for all of them. I personally felt
really sad as sir was always been very nice to everyone and also very helpful.
60

Internship Report On The Human Resource Practice of Mutual Trust Bank LTD

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Internship Report

Mutual Trust Bank Ltd.

As a student of BBA, internship is an academic requirement. For internship every student is

1.2 Objectives of the Report

1.3 Scope of the report

1.4 Methodology of the Study

2.2 Mission, Vision, Strategy Statement

Sr. Executive Vice

Management Senior Vice President

Sr. Asst. Vice President

Assistant Vice President

Junior Level Mgt. Trainee Officer

Management Junior Officer

Assistant Officer (AO)

Trainee Assistant (TA)

Inward & Outward

Employee Reward and Motivation

Compensation & Benefit

Performance Appraisal Procedure

Recruitment Sources of Mutual Trust Bank Limited

Advantage of Internal Search:

Disadvantages of Internal Search:

Advantage of External Search

Disadvantages of External Search

Selection Process of MTBL

Permanent Job offer

Selection Process for TOP LEVEL

2.5 Management Structure

Compensation & Benefits

Training & Development

 Successful employment planning is designed to identify an organization human resources

Working Experience and Improvement:

4. Problem Solving Skill:

5. Personal Development Skill:

Difference between Academic and Practical Knowledge:

Interaction between Supervisors and Co-workers:

How I have dealt with difficulties I have encountered:

Difference between Expectation and Experience:

Influence on future plan and career:

Go back and redo:

Books & Reports

Prepared For: Rahnuma Sanjana

Learning & Achievements:

Observation and Recommendation:

Prepared For: Rahnuma Sanjana

Learning & Achievements:

Prepared For: Rahnuma Sanjana

Learning & Achievements:

Objective of the Fund:

Observation and Recommendation:

Prepared For: Rahnuma Sanjana

Learning & Achievements:

Observation and Recommendation:

Prepared For: Rahnuma Sanjana

Learning & Achievements:

Observation and Recommendation:

Prepared For: Rahnuma Sanjana

Learning & Achievements:

Prepared For: Rahnuma Sanjana

Learning & Achievements:

Observation and Recommendation:

Prepared For: Rahnuma Sanjana