Internship Report on Training and development of One Bank Limited

Internship Semester: Spring – 2023

SUBMITTED TO

Shafiqul Alam

Senior Lecturer,

Human Resource Management

School of Business and Entrepreneurship

Independent University, Bangladesh

SUBMITTED BY

Name: Humaira Rahman

ID: 1810273

Date of Submission: 27th April, 2023

Letter of submission

27th April 2023

To,

Shafiqul Alam

Senior Lecturer,

School of Business and Entrepreneurship

Independent University, Bangladesh

Subject: Submission of the Internship Report

Dear sir,

I am delighted to submit my internship report for your kind consideration as a vital part of
fulfilling the requirements of my BBA program.
Throughout the study, I have endeavoured to provide adequate and relevant information while
following the guidelines provided by you. I have made every effort to ensure that this report is
detailed and comprehensive. I am confident that this report meets all the necessary
requirements and objectives of my dissertation.
I express my sincere gratitude to you for your guidance and support throughout the preparation
of this report. I kindly request you to review my work and provide further suggestions to
enhance its quality. Thank you for your time and consideration.

Sincerely Yours,

Humaira Rahman

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Acknowledgement

The success of this Internship report depends on the work of many people, especially those
who take the time to give thoughtful advice and suggestions on how to make this report better.

First of all, I want to thank the all-powerful Allah for giving me the patience to finish this
report. Because working on this report and finding real information about One Bank Limited
and the training and development is a lot of work, as is putting together a report about an
internship.

I am also thankful to my honourable internship supervisor, Shafiqul Alam Senior Lecturer, for
his friendly and constant help during the report. He gave me the chance to write this great report
on the subject, which helped me do a lot of analysis and taught me a lot of new things.

Thanks, to One Bank Limited for coming up with the idea for the project and to the people who
have helped me with their skills during my survey and internship.

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Contents
Letter of submission............................................................................................................................... i

Acknowledgement ................................................................................................................................. ii

Executive Summery ............................................................................................................................... i

1. Introduction ....................................................................................................................................... 2

1.1.2 Vision, mission, objective............................................................................................................. 3

1.1.2 Corporate Division/department etc. ........................................................................................... 4

1.1.3 Details of the product lines or services ....................................................................................... 5

1.1.4 Organizational Structure .......................................................................................................... 6

1.1.5 Philanthropic activities/ CSR ...................................................................................................... 7

Community Information centre: ..................................................................................................... 7

Health care- ....................................................................................................................................... 7

Natural Calamity- ............................................................................................................................. 7

Expansion of Information Technology- .......................................................................................... 7

2.1 Job responsibilities- ........................................................................................................................ 9

Account opening: .............................................................................................................................. 9

Dealing with customers- ................................................................................................................... 9

Customer service-............................................................................................................................ 10

Relationship builds up- ................................................................................................................... 10

Providing Cheque: .......................................................................................................................... 10

2.2 Functions of the department ........................................................................................................ 11

Customer Service Department....................................................................................................... 11

Cash department ............................................................................................................................. 11

Accounts Department ..................................................................................................................... 11

Human Resources Division: ........................................................................................................... 11

3.1 Bank Industry analysis ................................................................................................................. 13

Size and growth of the banking industry: ..................................................................................... 14

Market share of banks: .................................................................................................................. 14

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 Loan portfolio: ................................................................................................................................ 14

Non-performing loans (NPLs): ...................................................................................................... 14

Capital adequacy ratio (CAR): ...................................................................................................... 14

Profitability: .................................................................................................................................... 14

Competitors analysis........................................................................................................................... 15

BRAC Bank Limited: ..................................................................................................................... 15

Dutch-Bangla Bank Limited: ......................................................................................................... 15

Islami Bank Bangladesh Limited: ................................................................................................. 15

Eastern Bank Limited: ................................................................................................................... 15

3.3 Problem identified in the workplace ........................................................................................... 16

Inadequate employee training........................................................................................................ 16

Poor employee engagement and low morale................................................................................. 16

Unfair compensation and benefits practices ................................................................................. 16

Weak Performance Management: ................................................................................................. 16

Case Inadequate employee training .................................................................................................. 17

3.4 Training and development theory ............................................................................................... 18

3.4.1 Training method......................................................................................................................... 19

On the job training.......................................................................................................................... 19

Off the job training ......................................................................................................................... 19

3.4.2 Important of tanning- ............................................................................................................ 19

Enhance Employee Skills and Knowledge: ................................................................................... 19

Increase Employee Productivity: ................................................................................................... 19

Improve Customer Satisfaction: .................................................................................................... 19

3.4.3 Impact on Inadequate employee training ............................................................................ 19

3.4.4 On the job method ................................................................................................................. 20

Job rotation...................................................................................................................................... 20

Skill development:........................................................................................................................... 21

Improved job satisfaction: ............................................................................................................. 21

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 Increased flexibility: ....................................................................................................................... 21

Improved performance: ................................................................................................................. 22

Talent development: ....................................................................................................................... 22

Employee engagement: ................................................................................................................... 22

3.5 The Equity Theory of HRM ......................................................................................................... 23

3.5.1 Equity Theory......................................................................................................................... 23

3.5.2 How does Equity Theory work? ........................................................................................... 23

3.5.3 Using Equity Theory? ........................................................................................................... 23

3.5.4 Why is Equity Theory used ................................................................................................... 23

3.5.5 How equirty theory solve the problem ................................................................................. 24

3.6 Recommendations ......................................................................................................................... 25

Conduct a Training Needs Assessment: ........................................................................................ 25

Develop a Comprehensive Training Plan: .................................................................................... 25

Implement On-the-Job Training: .................................................................................................. 25

Increase communication with employee: ...................................................................................... 25

Provide Incentives for Training and Development: ..................................................................... 25

4. Conclusion ....................................................................................................................................... 27

Reference .............................................................................................................................................. 29

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Executive Summery
One Bank Ltd. is a prominent commercial bank headquartered in Bangladesh, providing a
broad range of financial products and services to individuals, businesses, and corporate clients.
Established as a private sector commercial bank in 1999, One Bank has emerged as a leading
financial institution in the country.

An internship is a vital component in providing students with an opportunity to gain job

exposure and to apply their theoretical knowledge to practical experience. Through this
program, a balance between theory and practice can be achieved.

The first chapter of this report discusses the origin of the report, including the introduction,
vision, mission, and objectives of the company's corporate division or department, details of
its product lines or services, operational details, and philanthropic activities. The second
chapter focuses on my job description and department within the company.

The third chapter is the primary section of the report, which outlines the challenges I faced
during my internship, analyzes the relevant theory, and provides recommendations. In this
section, I explained and described all of the relevant theories. Chapter four includes critical
observations, conclusions, and references. Finally, I cited the sources from which I gathered
information.

This report is the culmination of a three-month internship program, during which I gained
exposure to various functions and day-to-day operations. I have documented my experiences
and highlighted the lessons learned in different departments to the best of my ability.

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 Chapter 1
Introduction

Vision, mission, objective

Corporate Division/department etc.

Details of the product lines or services

Philanthropic activities/ CSR

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1. Introduction
One Bank Ltd. is a prominent commercial bank headquartered in Bangladesh, providing a
broad range of financial products and services to individuals, businesses, and corporate clients.
Established as a private sector commercial bank in 1999, One Bank has emerged as a leading
financial institution in the country.

The bank offers various types of deposit accounts, including savings, current, and fixed deposit
accounts, along with diverse loan options, including personal loans, home loans, car loans, and
SME loans. Additionally, One Bank provides a variety of cards, such as credit cards, debit
cards, and prepaid cards, to cater to the needs of its customers.

One Bank places significant emphasis on digital banking services, offering internet banking,
mobile banking, SMS banking, and phone banking facilities. With a vast network of ATMs
located nationwide, the bank ensures that customers have easy access to their accounts and can
carry out transactions conveniently.

One Bank has been recognized for its exceptional customer service, winning numerous awards
for its unwavering commitment to serving its customers with excellence. The bank has a team
of seasoned and dedicated professionals who strive to provide the best possible service and
support to customers.

The textile and RMG sectors are the bank's primary focus in the industrial sector. As RMG's
risk grew, the bank significantly increased its non-funded activities. Furthermore, the bank has
taken the initiative to increase SMEs' visibility to enhance small businesses' access to bank
financing.

Overall, One Bank is a reliable and trustworthy financial institution dedicated to delivering
high-quality financial products and services to its customers.

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1.1.2 Vision, mission, objective
Vision statement:

❖ Our goal is to position ONE Bank Limited as a benchmark for excellence in the banking
industry of Bangladesh.
❖ We aim to address our customers' requirements, offer contentment to our employees,
and generate value for our shareholders.

Mission statement:

❖ One Bank Limited strives to continuously enhance its services and exceed customer
expectations.
❖ The bank is committed to being proactive in fulfilling its social responsibilities and
regularly reviews all areas of business to adopt industry best practices.
❖ The work environment is designed to promote teamwork and enable employees to
perform their best.

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 1.1.2 Corporate Division/department etc.

Chief Executive officer (CEO)

Human Corporate
Services Finincial Control Marketing
Resources Banking

Foreign
Administration Administration Trade Service Direct Sales
Correspondence

Institutional
Development IT Payment Promotion
banking

internal control Marketing

Treasury
(IC) Administration

Network Service
Center (NSC)

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1.1.3 Details of the product lines or services

Micro, Small & Medium Enterprise OBL Services Retail Banking Products
OBL Super Saver Internet Banking OBL School Saver
OBL School Saver SMS/Alert Banking OBL College Saver

OBL College Saver Locker Service OBL Probashi Savings

OBL CPP Savings 24/7 Contact Centre OBL Super Saver

OBL Super Monthly Savings Corporate Centre OBL CPP Savings

OBL Double Benefit Corporate Website OBL Secured Loan
OBL Family Support Bills pay and BRTA OBL Personal Loan
Booth
OBL Gift Cheque MDB Card Cheque OBL Car Loan

OBL Kotipoti Internet Banking OBL Home Loan

OBL Millionaire Savings Scheme SMS/Alert Banking OBL School Saver

OBL Platinum Savings Scheme Locker Service OBL College Saver

OBL Super Saver OBL Probashi Savings
OBL School Saver OBL Super Saver
OBL College Saver
OBL CPP Savings

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1.1.4 Organizational Structure

Board Of
Directors

Managing
Director

Additional Deputy Senior

Executive Vice
Managing Managing Executive Vice
President
Director Director President

Principle Senior Exeutive Assistant Vice

Vice President
Officer officer President

First Assistant Senior Assistant

Senior Officer Exeutive officer
Vice President Vice President

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1.1.5 Philanthropic activities/ CSR
Unlike other commercial banks, One Bank Limited offers a friendly work environment to its
employees. However, the bank lacks the efficiency of employees and a strict corporate
protocol. Despite this, the employees of the bank consider themselves as a tight-knit
team/family and work together to achieve growth. The corporate culture of the bank has been
developed organically rather than being imposed, and has been achieved through their
corporate conducts.

Community Information centre:

One Bank Limited, Community Information Center (CIC) aims to reduce the scope of rural
communications as well as increase digitalization services that will enable local people to
access internet services and other technical assistance and will - helps in developing businesses
and improving their economic and living conditions.

Health care-
One Bank Limited considers the healthcare sector as the second most important. Over the past
decade, the prevalence of diseases such as diabetes, heart disease, cancer, liver disease, etc. has
increased exponentially among people of all ages. To provide the best healthcare system and
increase awareness among staff and clients, the organization is focusing on this sector.

Natural Calamity-
Although our country is a country with strategic advantages, it is not free from natural disasters
such as floods, cyclones, earthquakes, cranes, traffic accidents, etc. times, helping them to bad
situation of people.

Expansion of Information Technology-

One Bank Limited is assisting organizations to develop various industries by providing them
with technology resources and information services in order to contribute to the creation of a
Digital Bangladesh by 2021.

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 Chapter 2
❖ Job responsibilities
❖ Functions of the department

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2.1 Job responsibilities-

During my internship period, I prepared this report based on my experiences working in the
General Banking. The bank provided specific guidelines for us interns, and I was mainly
stationed in the Customer Service Department. Despite the high-pressure environment of the
Corporate Branch, I was treated as a member of the team rather than just an intern. Throughout
my internship, I learned how to open bank accounts, fill out customer account opening forms,
and gained a general understanding of banking activities with guidance from my supervisor
who had six years of experience in the department.

During my first month, my primary job was to study and understand the ongoing interventions
of the sector through concept notes, strategy papers, and discussions with team members.
Additionally, myself and the other interns had weekly discussions with managers from each
sector to gain a better understanding of how all the sectors are linked and their respective goals.
Throughout my internship, I engaged in various activities related to customer service.

The following activities which had done by me:

Account opening:
As a part of my internship in the customer service department, I was responsible for providing
customers with information about account opening and closing procedures. I explained to them
that bank accounts are opened to facilitate transactions, while accounts can be closed and
deposits can be withdrawn from the bank. To open an account, customers needed to submit
two copies of their passport-sized photographs along with one copy of the nominee's
photograph. Additionally, they were required to provide photocopies of their passport/national
ID card/TIN papers. I ensured that the customer's account opening form was updated and
provided them with information about various banking products.

Dealing with customers-

I was responsible OBL for answering customer inquiry questions. Most of the customers
asked for their credit card and other account related issue. Also, some customer come to
know about their mistake. If they do not understand any thing, I helped to understand that
issue.

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Customer service-
I was responsible for providing customer services to the customers. Customer service is one of
the major issues of general banking. Providing customer with suitable account information and
details is the most frequent job of general banking.

Relationship builds up-

I also responsible for maintaining relationship with existing customer. I told them our
upcoming offer and new scream. So that they invest more money in our bank. Also, I sent email
them on their special occasion and response to their inquiries.

Providing Cheque:
I also provided check book to the customer. I had checked out the claque book availability date
and find out them then record it in the entry book then take signature from customer for
verification and provide them if the customer is a valid person. Here I learned about the
necessary of verification.

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2.2 Functions of the department

Customer Cash Accounts HR Marketing

service Department Department Department Department

Customer Service Department

Most of the important responsibility to customer service department to solve the problems of
the bank's customers. If a customer lost her credit card, the bank's customer service department
are responsible to cancel clints old card and provide new one. If bank charge extra fee or
unexpected fee for customer service department responsible for explain it. The bank's customer
service staff is constantly working to find solutions to customer problems.

Cash department
Cash department one of the vital sectors of General Banking. Cash department will be in the
department where the manager will see everything from his desk, either clients or the vault. It
is the most important department for a bank since it is through its desk cash department dealing
with customers.

Accounts Department
In the accounts department, the general accounting section incorporates all the costs of every
day’s activities and salary. This section maintains all the financial statements and
unadjusted/balanced trial adjust. It does the registration of vouchers and posting of those
vouchers in the account. And investment accounting section resolve all the problems of
irregular investment Accounts.

Human Resources Division:

This division is situated at the head office. This division operates recruitment & selection,
training, posting, promotion process for the employees and responsible for salary of employees

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 Chapter 3
❖ Industry analysis
❖ Problem identified in the workplace
❖ Case Inadequate employee training
❖ Theory Analysis
❖ Recommendation

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3.1 Bank Industry analysis
The banking industry in Bangladesh has grown significantly over the past few decades, with
the sector playing a crucial role in the country's economic development. The banking industry
in Bangladesh is comprised of various types of financial institutions, including commercial
banks, specialized banks, Islamic banks, and foreign banks.

There are currently 61 banks operating in Bangladesh, with 40 commercial banks, 9 specialized
banks, 8 Islamic banks, and 4 foreign banks. The largest banks in Bangladesh include the state-
owned Bangladesh Bank, as well as private sector banks such as Islami Bank Bangladesh Ltd.,
Agrani Bank, and Pubali Bank.

In recent years, the banking industry in Bangladesh has faced several challenges, including
rising levels of non-performing loans (NPLs), a shortage of skilled professionals, and increased
competition from foreign banks. However, despite these challenges, the industry has continued
to grow and innovate, with banks introducing new technologies and digital platforms to
improve customer service and enhance operational efficiency.

The central bank of Bangladesh, the Bangladesh Bank, plays a key role in regulating and
supervising the banking industry. The bank is responsible for formulating and implementing
monetary policy, as well as ensuring the stability of the financial system.

Overall, the banking industry in Bangladesh is a vital part of the country's economy, providing
essential financial services to individuals and businesses. As the country continues to develop
and modernize, the banking industry is likely to continue to grow and evolve, with new
challenges and opportunities emerging over time.

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Here are some key data points that provide insights into the banking industry in Bangladesh:

Size and growth of the banking industry:

The banking industry in Bangladesh has experienced significant growth in recent years.
According to the Bangladesh Bank, the total assets of the banking sector stood at BDT 18.1
trillion (USD 213 billion) as of September 2021, up from BDT 8.5 trillion (USD 100 billion)
in 2011.

Market share of banks:

The SOCBs hold the largest market share in the banking industry in Bangladesh, accounting
for approximately 29% of the total assets of the banking sector. The PCBs hold approximately
59% of the total assets, while the FCBs hold approximately 12%.

Loan portfolio:
As of September 2021, the total loan portfolio of the banking sector in Bangladesh stood at
BDT 10.6 trillion (USD 124 billion). The largest loan portfolios were held by the PCBs, which
accounted for approximately 60% of the total loans, followed by the SOCBs with 26%, and the
FCBs with 14%.

Non-performing loans (NPLs):

NPLs have been a concern in the banking industry in Bangladesh, with the NPL ratio increasing
from 9.31% in 2015 to 7.70% in 2020. However, as of September 2021, the NPL ratio had
decreased to 6.45%.

Capital adequacy ratio (CAR):

The CAR of the banking sector in Bangladesh was 14.56% as of September 2021, which is
above the minimum requirement of 11.875% set by the Bangladesh Bank.

Profitability:
The banking sector in Bangladesh has been profitable in recent years, with the total profit after
tax of the banking sector reaching BDT 189.6 billion (USD 2.2 billion) in 2020, up from BDT
122.8 billion (USD 1.5 billion) in 2015. Overall, the banking industry in Bangladesh has
undergone significant growth and transformation in recent years. While there are some
concerns, such as the NPL ratio, the industry is generally profitable and well-capitalized.

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Competitors analysis
One Bank Limited operates in a highly competitive banking industry in Bangladesh, with many
other local and foreign banks offering similar financial products and services. Some of One
Bank's key competitors in the market include:

BRAC Bank Limited:

BRAC Bank is one of the leading commercial banks in Bangladesh, offering a range of banking
products and services to its customers. The bank has a strong presence in the SME and retail
banking segments, and has been expanding its digital banking services in recent years.

Dutch-Bangla Bank Limited:

Dutch-Bangla Bank is a joint venture between local Bangladeshi and Dutch investors, and is
one of the largest private sector banks in the country. The bank has a strong focus on digital
banking, and has been expanding its branch network and ATM services in recent years.

Islami Bank Bangladesh Limited:

Islami Bank is the largest shariah-based bank in Bangladesh, and offers a range of banking
products and services to both retail and corporate customers. The bank has a strong presence
in the SME and agricultural sectors, and has been expanding its digital banking services in
recent years.

Eastern Bank Limited:

Eastern Bank is one of the oldest and largest private sector banks in Bangladesh, offering a
range of financial products and services to its customers. The bank has a strong focus on
corporate and investment banking, and has been expanding its digital banking services in recent
years.

In terms of market share, BRAC Bank and Dutch-Bangla Bank are considered to be two of
One Bank's strongest competitors in the banking industry in Bangladesh. However, One Bank
has been expanding its branch network and digital banking services in recent years, which has
helped to increase its market share and compete more effectively with other banks in the
market.

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3.3 Problem identified in the workplace
Inadequate employee training
They don’t provide proper training to their employees especially new and lower-level
employees. When new employee joins any department, supervisor just briefly describe
employee’s responsibility but supervisor don’t show the working process.

Poor employee engagement and low morale

Most of new employees of the bank are not aware from goals and values. It is decreased
productivity and increased absenteeism. Which can ultimately impact the company's bottom
line.

Unfair compensation and benefits practices

Some bank employees are paid less than the market rate, or there is a big difference in pay
between people doing the same job. On the other hand, some employees don't get the same
benefits as others, like health insurance or plans for retirement. This can make employees not
care about their jobs or be happy with them, which can lead to low morale and a high turnover
rate.

Weak Performance Management:

The bank uses out-of-date technology and old training methods that make employees less
motivated. The company doesn't have a good website and doesn't have enough office supplies.
Training that doesn't help employees reach their goals hurts their future growth. There isn't
good communication between those at the top and those lower down.

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Case Inadequate employee training
One bank in Bangladesh, a medium-sized commercial bank, has a lot of employees leaving and
low scores on how happy employees are with their jobs. The bank's management team looked
into these problems and found that the main cause was a lack of training and development
opportunities.

The HR department of the bank asked employees to fill out a survey about their training needs
and preferences. The survey results showed that many employees felt they did not get enough
training to do their jobs well and that they were not given chances to move up in their careers.

After looking into it more, it was found that the bank's training programs were out of date and
didn't work, and that the bank didn't put enough money into employee development. The bank
didn't have any formal leadership development programs, and employees didn't have many
chances to go to training programs or conferences outside of the bank.

To address these issues, the bank's management team developed a comprehensive training and
development plan that included the following components:

1. Introduction of a mentorship program: The bank established a mentorship program in

which senior managers were paired with junior employees to provide guidance and
support.

2. Expansion of external training opportunities: The bank increased the number of

opportunities for employees to attend external training programs and conferences.

3. Regular performance reviews: The bank implemented regular performance reviews to

identify areas for improvement and to provide feedback to employees.

4. Investment in technology: The bank invested in new technology to provide employees

with access to online training resources and to facilitate communication and
collaboration among employees.

As a result of these initiatives, employee satisfaction scores and retention rates improved, and
the bank was able to attract new talent. The bank's management team recognized that investing
in employee training and development was critical for the success of the organization, and
made a commitment to continue to prioritize these initiatives in the future.

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3.4 Training and development theory
Training refers to the process of communicating knowledge, skills, and abilities to employees
to improve their performance in their current job roles. The primary goal of training is to
provide employees with the necessary skills and knowledge to carry out their job
responsibilities effectively and efficiently. Training can be conducted in various forms, such as
on-the-job training, classroom-based training, e-learning, workshops, etc.

Development, on the other hand, is a broader term that encompasses a range of activities
designed to enhance the capabilities of employees beyond their current job roles. Development
focuses on helping employees acquire new skills and knowledge that will enable them to take
on new responsibilities and roles within the organization. Development activities may include
job rotation, mentoring, coaching, career planning, and leadership development programs.

Training is the process of imparting knowledge, skills, and attitudes to employees for specific
purposes, such as improving job performance or preparing them for future positions within the
organization. Development, on the other hand, is a broader concept that involves activities
designed to improve an employee's overall capabilities, including personal growth and career
advancement.

Training and development refer to the processes and activities undertaken by organizations to
improve the knowledge, skills, and abilities of their employees in order to enhance their
performance and productivity. Training is typically focused on improving job-specific skills
and knowledge, while development is more focused on broader professional and personal
growth and career advancement.

Training can take various forms, including on-the-job training, classroom-style training,
simulations, e-learning, coaching, and mentoring. Development activities, on the other hand,
may include job rotations, job shadowing, leadership development programs, and career
coaching.

In summary, training is focused on improving the performance of employees in their current

job roles, while development is aimed at preparing employees for future job roles and
responsibilities.

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3.4.1 Training method
There are two training method.

On the job training

On-the-job training, also known as OJT, is a type of training that takes place while an employee
is performing their job. Rather than learning in a classroom setting, employees learn the
necessary skills and knowledge through hands-on experience.

Off the job training

The Off-the-Job Training is the training method wherein the workers/employees learn their job
roles away from the actual work floor (Basariya, 2019). That means where employee do only
training, they just learning a specific skill.

3.4.2 Important of tanning-

Training is essential for banks because it plays a significant role in enhancing the productivity,
efficiency, and effectiveness of the employees. Below are some important reasons why training
is important for banks:

Enhance Employee Skills and Knowledge:

Training enables bank employees to acquire new skills and knowledge that can help them to
perform their job more effectively. For example, training can help employees to improve their
customer service skills, enhance their knowledge of banking products and services, or improve
their problem-solving abilities.

Increase Employee Productivity:

Proper training programs can help employees to increase their productivity by improving their
work performance. Training helps employees to understand their roles and responsibilities
better, and it can also help them to work more efficiently by reducing errors, rework, and
delays.

Improve Customer Satisfaction:

Banks are a customer-focused business, and training can help employees to provide better
customer service. By improving the quality of customer service, banks can enhance customer
satisfaction and loyalty, which can lead to increased revenue and profitability.

3.4.3 Impact on Inadequate employee training

Employees who haven't been trained well enough are likely to do a bad job and feel more
stressed at work. Because of this, employees feel unhappy and frequently overlooked.

If organization don't train their employees well, they might feel like they don't care about their
responsibility. This will make them less productive, loyal, and engaged at work. Because

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employees don't get enough training, they keep making the same careless mistakes and don't
do a good job.

3.4.4 On the job method

Here I am suggesting a company to follow in the job training process. According to the on-the-
job tanning process organization, trained employees directly. The on-the-job training method
can be effective for a bank due to several reasons:

Employees receive immediate feedback from their supervisor or colleagues during on-the-job
training. This can help them identify areas for improvement and make adjustments in real-time.
On-the-job training can be cost-effective for banks as it doesn't require external trainers or
expensive training materials. Instead, existing employees can train their colleagues, which can
help reduce costs. On-the-job training can be tailored to the specific needs of the bank and its
employees. This can help ensure that employees are learning the skills and knowledge they
need to be successful in their role.

Job rotation
Job rotation on of the strong matehood of on-the-job training. Job rotation is when an employer
moves an employee to a new role that is the same as their old role, either permanently or for a
certain amount of time. Job rotation is not a promotion, but it can be beneficial for both the
employee and the company. It could happen on a regular schedule where an employee changes
jobs several times a year, or it could be a short-term change to a new job before the employee
goes back to their old job. Job rotation is a way for staff to learn new skills. The person being
rotated must have the necessary qualifications, though.

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3.4.5 Benefits of job rotation

Skill development:
Job rotation allows employees to learn new skills and gain experience in different areas of the
organization. This can help employees develop a broader skill set, making them more valuable
to the organization.

Improved job satisfaction:

Job rotation can help employees feel more engaged and motivated in their work. By providing
employees with new challenges and opportunities, job rotation can help prevent boredom and
burnout.

Increased flexibility:
Employees who have experience in multiple roles or departments can be more flexible and
adaptable. This can help the organization respond more effectively to changes in the market or
shifts in the business environment.

Overall, job rotation can be a valuable tool for organizations looking to develop their
employees, increase engagement and flexibility, and build a pipeline of future leaders.

3.4.6 Coaching
Coaching and mentoring are the most common ways to train employees on the job. Coaching
is when employees and supervisors get to know each other on a one-on-one basis. This allows
employees to get guidance and feedback on how well they are doing their jobs. Mentoring is a
type of coaching that senior executives use to help train and develop their younger employees.
Mentoring usually involves coaching an employee one-on-one for a few years, until the
employee is good enough to take over for the mentor. Offers a great way to learn quickly by
letting you talk to people all the time. Offers the trainees constant guidance to keep them on
track and make the best use of the facilities available.

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3.4.7 Benefits of Coaching

Coaching can provide a range of benefits for banks and their employees. Here are some of the
key benefits of coaching in a bank:

Improved performance:
Coaching can help employees improve their job performance by providing them with feedback,
guidance, and support. This can lead to increased productivity, better customer service, and
higher quality work.

Talent development:
Coaching can help identify and develop talented employees who have the potential to become
future leaders within the bank. By providing them with coaching and mentoring, these
employees can develop the skills and knowledge they need to take on more senior roles.

Employee engagement:
Coaching can help employees feel more engaged and motivated in their work. By providing
them with personalized support and guidance, coaching can help employees feel valued and
supported, leading to increased job satisfaction.

Implementing on-the-job training

Identify the training needs: The bank should first identify the skills and knowledge that
employees need to perform their job roles effectively. This could be done through a needs
assessment or performance appraisal process.

Develop a training plan: Based on the identified training needs, the bank should develop a
training plan that outlines the goals, objectives, content, and methods of the training.

Assign trainers: Trainers should be assigned to conduct the training. These trainers could be
senior employees, managers, or external consultants.

Provide feedback: Trainers should provide regular feedback to employees to help them
improve their performance. This feedback should be specific, timely, and constructive.

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3.5 The Equity Theory of HRM
3.5.1 Equity Theory
The concept of equity theory show that individuals strive for justice in their relationships and
want to receive what they understand as fair treatment from others. When people see that they
are being treated unfairly, they are likely to become discontented and may take steps to solve
the situation. Equity theory suggests that people compare the inputs they contribute (such as
their work, monetary contributions, and effort) to the outcomes they receive (such as salary,
benefits, and recognition). If individuals believe that they are not receiving same treatment,
they may experience dissatisfaction and attempt to fix the situation.

3.5.2 How does Equity Theory work

Equity theory is a versatile framework that can be applied to a range of workplace behaviors,
such as employee motivation, job satisfaction, and organizational citizenship behavior. When
employees notice that they are being treated unfairly, they may become dissatisfied and
demotivated, leading to decreased productivity and a lack of initiative to exceed their job
requirements. By utilizing equity theory to identify and address employee concerns,
organizations can enhance employee satisfaction and motivation.

3.5.3 Using Equity Theory

The application of Equity Theory revolves around individuals' perceptions of the fairness of
their interpersonal relationships. Specifically, it centres on how people evaluate the balance
between the inputs and outcomes of their relationships to discover whether they are reasonable.
This theory is frequently utilized in the context of work relationships, where individuals may
compare their inputs, such as time, effort, and expertise, to the outcomes they receive, such as
salary, benefits, and acknowledgment. When individuals feel they are not being treated fairly,
they may experience a decrease in motivation and may even contemplate leaving the
relationship.

3.5.4 Why is Equity Theory used

Equity theory is a motivational theory that suggests people want to be treated fairly in their
relationships. If people feel that they are not being treated equitably, they may become less
motivated and dissatisfied. Therefore, the theory is used to try to correct these feelings by
ensuring that people are treated fairly and equitably.

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3.5.5 How equirty theory solve the problem
Equity theory of HRM can help solve unfair compensation and benefits practices by
emphasizing the importance of fairness and balance in the employment relationship. According
to this theory, employees compare their inputs (such as effort, skills, and experience) to their
outcomes (such as pay, benefits, and recognition) to assess whether they are being treated
fairly.

If employees perceive that their inputs outweigh their outcomes, they may become dissatisfied
and feel that they are being treated unfairly. Conversely, if they feel that their outcomes
outweigh their inputs, they may feel guilty or indebted to the employer, which can also lead to
dissatisfaction.

To address this issue, organizations can use equity theory to ensure that compensation and
benefits practices are fair and equitable. For example, they can ensure that pay and benefits are
commensurate with the level of effort and contribution that employees provide. They can also
provide opportunities for employee input and participation in decision-making related to
compensation and benefits.

In addition, organizations can use performance management systems to ensure that rewards are
based on merit and performance rather than on factors such as personal relationships or
favouritism. By implementing fair and equitable compensation and benefits practices,
organizations can help ensure employee satisfaction and commitment, which can ultimately
lead to improved organizational performance.

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3.6 Recommendations
Conduct a Training Needs Assessment:
One Bank Limited should conduct a comprehensive training needs assessment to identify the
specific areas where employees require training and development. This will enable the bank to
tailor its training programs to the specific needs of its employees and ensure that the training
provided is relevant and effective.

Develop a Comprehensive Training Plan:

Based on the results of the training needs assessment, the bank should develop a comprehensive
training plan that includes both on-the-job and off-the-job training programs. The plan should
also include details on the resources required, such as trainers, training materials, and training
facilities.

Implement On-the-Job Training:

On-the-job training should be implemented by assigning experienced employees to train and
mentor new or less experienced employees. This will enable new employees to learn from
experienced ones, acquire new skills, and improve their performance.

Increase communication with employee:

Ensure that the organization's compensation and benefits system is transparent and clearly
communicated to employees. This will help employees understand how their compensation
and benefits are determined and minimize perceptions of unfairness.

Provide Incentives for Training and Development:

The bank should provide incentives for employees who participate in training and development
programs, such as promotions, salary increases, or other benefits. This will encourage
employees to take an active interest in their own professional development and contribute to
the success of the bank.

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 Chapter 4
Conclusion

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4. Conclusion
As I have discussed throughout this report, training and development are critical for the success
of any organization, particularly for the banking industry. One Bank Limited recognizes the
importance of training and development in ensuring employee competence and satisfaction,
customer satisfaction, and overall organizational performance.

Based on our analysis, I recommend that One Bank Limited implement on-the-job training
programs as an effective training method to address the inadequate training and development
opportunities for its employees. The bank can utilize a coaching and mentoring approach, job
rotation, and job shadowing to enhance the skillsets and knowledge of its employees.
Additionally, the bank can also consider investing in online learning platforms and e-learning
programs to provide employees with flexibility and accessibility to training programs.

It is crucial for the bank to establish clear training objectives, set measurable goals, and evaluate
the effectiveness of its training programs regularly. This will help the bank to identify gaps,
improve its training programs, and ensure that they align with the bank's overall strategy and
objectives.

The government does not run one bank limited, which is a commercial bank. OBL offers a
variety of services to meet the needs of their customers. It should improve the quality of its
services to compete with traditional that help to get more customers. Also, they have always
tried to keep up with new technology so that they could serve their customers as quickly as
possible. One should use new technology and new ideas to improve and speed up service so
that it can keep growing in a sustainable way.

From the internship program, I was learn about real-world skills, and my internship at OBL
helped me learn about real-world banking. It has helped me compare what I know from real
life to what I know from books. From the first day of my internship at OBL, I loved it, even
though I knew it would help me in my future career. But I tried hard to do everything I could
to meet the goals of the internship program.

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I have only learned about business in the classroom, so every business student needs to do an
internship. This program lets us get hands-on experience, which helps me make connections
between what I have learned in the classroom and what I have seen in the real world. I got to
finish my internship at One Bank Limited, which was a good thing. I also worked for a while
in both the General Banking department. Even though the internship was too short for me to
learn much, it gave me a taste of the business world.

One Bank Limited is working hard to be one of the first banks. The bank's management is well-
organized, and it's about time that the goals are reached. But for the bank to serve its customers
as quickly as possible, it needs to use new technologies and software. If they can give their
customers peace of mind about the quality of their service, they will be able to get more and
bigger clients.

In conclusion, I recommend that One Bank Limited prioritize and invest in training and
development programs for its employees to ensure their continued growth, development, and
success. By doing so, the bank can improve its overall performance, customer satisfaction, and
maintain a competitive edge in the banking industry.

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Reference
Basariya, s. R., 2019. Pros and Cons of On the Job training versus Off the Job Training. International
Journal of Scientific & Technology Research , 8(10), pp. 663-670.

Bashir, N. A., 2013. Training and Development Program and Its Benefits to Employee and
Organization: An Conceptual Study. Training and Development Program and Its Benefits to Employee
and Organization: An Conceptual Study, pp. 248-251.

chapra, S., 2009. On Job Training and off the Job Training Methods. [Online]
Available at: https://www.yourarticlelibrary.com/employees/training-methods-on-job-training-and-
off-the-job-training-methods/5421
[Accessed 15 january 2021].

Joel Rodriguez, K. W., 2017. The Importance of Training and Development in Employee Performance
and Evaluation. International Journal Peer Reviewed , 3(10), pp. 210-220.

Neo, 2016. The impact of HR practices on employee motivation and performance. The impact of HR
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Salehi, M., 2009. A Study of on the Job Training Effectiveness: Empirical Evidence of Iran.
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