Ab bank (Employee satisfaction)

1. Welcome To My Presentation

2. Exploring the Training and Development
Program of AB Bank Limited

3. INTRODUCTION
Providing employees with training and development opportunities not only contribute to the quality and
effectiveness of the organization, it also serves to motivate and retain employees. Training is a major
part in human resources development and now a days, an integral part in human resources
department. Training and development is necessary because it is a condition for survival. In fact,
Training and development is not an expense but an investment. Companies need to invest in on-going
employee development in order to keep employees updated and to become successful in business.

4. Objectives
Broad Objective:
•The broad objective of this report is to explore the training and development program of AB Bank Ltd.
Specific objectives:
• To know the perception of the employees of ABBL regarding training and development program.
• To know the impact of training program on the employees of ABBL.
• To determine employee’s satisfaction regarding training program of ABBL.

5. Methodology of the Study
a) Primary sources:
b) Secondary Sources:
c) Data Analysis & Presentation:
•To do the research I have conducted a survey for which I have made a set of questionnaire. For
this study simple random sampling was used to select the despondences from the population. The
data from the survey is analyzed by Microsoft Excel and SPSS.
• Total sample contains 30
• Convenience Sampling
• Quantitative Data Analysis using SPSS software.

6. Company overview
• AB Bank Limited, the first private sector bank was incorporated in Bangladesh on 31st
December 1981 as Arab Bangladesh Bank Limited and started its operation with effect from
April 12, 1982.
• During last 31 years AB Bank extended services at home and abroad. Currently AB Bank has 86
local branches, one foreign branch in Mumbai, India; 6 subsidiary companies including one
exchange company in UK, Off-shore Banking Unit and Custodial services. The Bank re-opened
the Bank’s Representative Office at Yangon, Myanmar and at London, UK extending its foreign
operations.
• AB is recognized as the people's choice, catering to the satisfaction of its cliental. Their
satisfaction is AB's success.

7. Literature Review
• According to Webster Collegiate Dictionary: “Training means to educate narrowly.”
• According to Cascio: “Training consists of planned programs designed to improve performance at the
individual, group and/ or organizational levels. Improved performance in turn implies that there have been
measurable changes in knowledge, skills, attitude and social behavior”
• According to Griffen: “Training usually refers to the teaching operational or technical employees how to do
the job for which they were hired.”
• According to Griffen (REFERENCE YEAR): “Development refers to teaching managers and professionals the
skill needed for both present and future jobs.”
• According to Gary Dessler (REFERENCE YEAR): “Any attempt to improve current or future management
performance by imparting knowledge, changing attitude, or increasing skills.”
• Beach (REFERENCE YEAR): “Management developing is a systematic process of training and growth by which
individuals gain and apply knowledge, skills, and insights attitudes to manage work of organizations
effectively.”

8. Empirical Findings
Analysis
According to the table around 40%
of the employees strongly agree
that the training they are having
good enough in terms of quality
training, 16.7% strongly Disagree
that and other 30.0% voted with
disagree , Nil voted agree & there
is only 13.3% response neutral
regarding that issue.

9. ABBL arranges training after analyzing the need of the
employees.
Analysis
From the given frequency table we can
understand that 30% employee disagree
that ABBL does not arrange training
whenever employee does require. In
contrast, 20% strongly agree with that
issue and 10% of the respondent’s
response neutral and 10% strongly
disagree on that also 30% disagree that.

10. Training helps to work more effectively and efficiently
Analysis
According to the table it has been
clear that only 3 respondent or
10% respondents were disagree
regarding the issue. In contrast 18
respondents or 60% were strongly
agreed 10% respondents (3) were
agreeing that training helps more
effective and efficient performed.
In the end 20% of the respondents
(6) were neutral regarding that
issue.

11. On the job training provided enough training session
Analysis
According to the table only 6
respondent was strongly disagree
and 9 were disagree regarding the
issue because they prefer outside
training. That majority of the
respondents 40% (12) were
positive minded to have In-house
training. Only 10% (3) were neutral
on this issue.

12. Employee gets reward by attending training programs
Analysis
The frequency table of the study
shows that 40% respondents
response agree that whenever they
attend training programs they gets
reward. Other 10 % response
neutral, 30% responses disagree
and 20. % responses strongly
disagree on that issue.

13. SWOT Analysis
Strength’s
• AB Bank Limited, the first private sector Bank.
• Faithful
• Working Environment is Comfortable
• High quality services in different areas of banking operations
• Bank acquired confidence and trust of the public
Weakness
• Slow progress in new system
• Product & services are lower than other bank example ATM card
Opportunities
• Do fast in competition market
• Develop product & services than other bank
• Going on faster progress in new system
Threats
• New generation banking system
• The competitors
• Money launder

14. Major Finding
• Some of the employees showed their disagreement regarding the quality of training because training
materials are not updated.
• Most of the respondents are dissatisfied about the arrangement of training program. Sometimes the
employees think that they need more training for doing their jobs but do not get chance for it or the
authority does not select them at that time.
• Major respondents are satisfied regarding the training budget of ABBL. Some employees argued that
there is mismanagement in training institute regarding the allocation of budget.
• Most of the employees are satisfied about the trainer. They agreed that they are trained by skillful and
experienced staff personnel trainer.
• Most of the Employee said they did not gets reward by attending the training programs.

15. RECOMMENDATION
• The management of ABL may match between training content and job content and training
materials should be regularly updated to improve the quality of the training program.
• The management of ABBL may identify the need analysis before arranging training and they
may take feedback from the employees regarding the training need.
• ABBL may follow a systematic and transparent reward guideline to reduce the dissatisfaction
of the employees regarding training reward.
• Training calendar does not help to identify the training dates so the manger can review the
dates which may help the manager avoid variances in the coming period.

16. CONCLUSION
• In my report I tried to figure out how AB Bank is dealing with its
employees to make a long-term relationship and know the perception of
the employees regarding training and development program. through its
Training and Development . As true secret of good Training and
Development programs : “A company will be judged by what it does, not
what it promises”.