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“Training and development programs creates skilled and knowledgeable workforce” Islami Bank Bangladesh Ltd.(IBBL). Research Objective. Identify Existing training programs at IBBL. Evaluate the effectiveness. Impacts on employees and the firms overall performance. Literature Review.

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“Training and development programs creates skilled and knowledgeable workforce”

Islami Bank Bangladesh Ltd.(IBBL)

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Research Objective

  • Identify Existing training programs at IBBL.
  • Evaluate the effectiveness.
  • Impacts on employees and the firms overall
  • performance.
slide3

Literature Review

Training

Training means the process of teaching new or current employees the basic skills they need to perform their jobs (Dessler, Global Edition 2012)

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IMPORTANCE OF TRAINING AND DEVELOPMENT PROGRAMS

  • Self-confidence
  • Skill and Knowledge
  • Competitive advantages
  • Organizational performance
  • Reach desired Target
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Process of Training & Development Programs

A sophisticated training process includes 4 Steps:

1. Needs analysis

2. Instructional design or plans

3. Implement the program

4. Evaluation

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Relationship Between Training Programs & employee Performance

  • Employee Performance: how well employees perform on the job and assignments assigned them by the organization.
  • Relationships:
    • Knowledge
    • Innovative Idea/Creativity
    • Satisfaction
    • Career oriented
    • Goal oriented
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Practical PartResearch methodology

  • The study site
  • Study Instrument
  • Technique of data collection
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Research methodology

  • Primary sources: Interviewing employees
  • Secondary Sources:
    • Prospectus,
    • annual report and
    • journal
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IBBL vision and philosophy behind training and developing employees

Introduction & Foundation Training

Courses & Workshop

Seminar

Customer Service Development

Motivational Programs

Formal Skill

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Limitation of the Study

  • Sampling Method
  • Context Specific
  • Limitation of time
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Critical AnalysisEvaluation of IBBL’s

Training Programs

1. Lack in proper evaluation after training session

2. Mismatch of the pace of learning-teaching

3. Lack of professional trainers

4. Lack of open communication between trainee and trainers

5. Lack of interest

6. Lack of technological knowledge

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Conclusion

IBBL from the beginning of its journey emphasizes on the training and development of its employees. That is why IBRTA is introduced. All the employees no matter their qualification, age or rank consistently go through some training process. These training programs increase the performance level of the employees and also develop their career. These training programs actually create skilled and knowledgeable workforce for IBBL.

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BIBLIOGRAPHY

Business Dictionary, [Online], Available: http://www.businessdictionary.com/definition/training.html [30 June 2012].

Cascio, W.F. (1989) Managing Human Resources, 2nd edition, New York: McGraw Hill Book Company.

Cole, G.A. (2002) Personnel and Human Resource Management, 5th edition, Continuum London: York Publishers.

Dessler, G. (Global Edition 2012) 'Human Resource Management', in Dessler, G. Human Resource Management, Pearson.

Islami Bank Training And Research Academy INDEX, [Online], Available: http://www.ibtra.com/index.html [21 June 2012].

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BIBLIOGRAPHY

  • Islam, A.N.M.T. and Rahman, M.M. (2012) 'Human Characters of Foundation Trainees of Islami Bank Bangladesh Limited and Its’ Impact on their Performance', Journal of Islamic Economics, Banking and Finance, vol. 08, January-March, p. 24.
  • Krietner (1995) The Good Manager's Guide, 1st edition, Syene Publishers.
  • Rafi, A.A. Possible areas of training, [Online], Available: http://www.scribd.com/doc/75099108/42/POSSIBLE-AREAS-OF-TRAINING [21 June 2012].
  • Rahman, M.M. and Isalm, A.N.M.T. (2012) 'Human Characters of Foundation Trainees of Islami Bank Bangladesh Limited and Its’ Impact on their Performance', Journal of Islamic Economics, Banking and Finance, vol. 8, January-March.