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Acknowledgment
At firstI wouldlike toexpressourgratitude andindebtednesstoourhonorable facultyMS.HAFSA
MARAYM, the facultymemberof businessschool,AmericanInternational University- Bangladesh(AIUB),
withhisinexhaustible guidance, valuableadvice,illuminationsuggestion,continuousinspiration,
constructive criticismandgenerosityhelpedustocarry outthisreport papersuccessfully.
we wouldalsolike tothankthose people of BankAsia,PremierBank,BRACBank,Dhaka Bank and
respondents,whohelpedustomanytimesby givingthe informationanddirection.We have gathereda
lotof informationfromthemtocomplete ourreportinrequiredtime.We wantto give thankstoall of
themto complete ourreportinrequiredtime.We want togive thanksto all of themwhogive us
support,help,inspirationtoaccomplishthisreport.
Executive Summary
Compensation and benefit both are a return of every employees work effort. A structured
compensation and benefit both are important for everyone. It is an organization’s duty to give
their employees right compensation and benefit. Compensation is main monetary pay but
benefit is extra facilities given to the employee for living a better life. There is so many
argument regarding compensation and benefit. From some employees perception
compensation motivate them and benefit motivate more some employee think that. It is
depend on and individual’s psychological needs and wants. We conduct the report to find out
which motivate the employee more according to them. It is very important for every
organization to properly maintain their compensation and benefit structure. For finding out
which motivate them we conduct a survey on banking sector. We select Bank Asia, Dhaka Bank,
Brac Bank and Premier bank for our survey. By analyzing data we found out that majority group
of Bank Asia think that benefit motivate, the majority group of Premier Bank think that benefit
motivate more, the majority group of Brac Bank think that compensation benefit more, the
majority group of Dhaka Bank think that compensation motivate more. By overall analysis my
statement is that Compensation motivate the employee more than the benefit. We conduct the
report in order to fulfil some objectives. These are -- understand the compensation and benefit
structure of the banking sector, to understand the compensation and benefit objectives, know
the actual practices of compensation and benefit in our country, compare the given
compensation and benefits with expected one, understand the satisfaction level of the
employee ,finding out the given compensation or benefit is sufficient or not ,which is important
according to employees perception, understand the HR and Employer perception of
compensation and benefit, what type of compensation or benefit the employee want from the
organization. By conducting it we are able to learn about different type of compensation and
benefit, know about compensation and benefit given by the Banking sector, know that
satisfaction and motivation and performance have relationship with each other, how to
maintain cost effective structure of compensation and benefit, know that satisfaction and their
engagement make them loyal to the organization, able to know they are concern about their
employee very much. When we collect the data from the company we are facing some

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problems the HR personnel not likely to give us information about their compensation and
benefit structure ,some employee are not want to fill up the survey, they think it will waste
their valuable time and they didn’t fill it up properly. Sometimes we are unable to follow their
instruction. We collect primary and secondary data for our research. We collected primary data
by went to the Bank Asia, Premier Bank, Dhaka Bank, Brac Bank personally and talked with the
HR personnel and ask them to fill the questionnaire by their employees. We collect secondary
data from internet, articles, and reports on the topic. We collect the data from the Banani
Branch of these banks. We collect 35 questionnaire for our survey and every questionnaire
contain 15 question with a combination of qualitative and quantitative question. By analyzing
their answer we found out that Premier bank’s employee are not happy with their
compensation and benefit, they only got festival bonus sometimes they didn’t get it for many
reason, most of the higher level employee getting the compensation and benefits but the junior
level didn’t get anything. In Bank Asia Majority group satisfied with their compensation and
benefit. In Dhaka bank moderately majority group satisfied with their compensation and
benefit but they want security, environment and transportation facility. Brac Bank’s employee
are fully satisfied with their compensation and benefit. By conducting the report we find out
Bank Asia have lacking on their strategy, age and marital status influence expectation of
compensation and benefit. There is some problem in compensation structure the bank accept
Brac Bank. So the other banak need to change or modify their compensation and benefit
structure. Compensation and benefit both have impact on employee performance. If the
organization didn’t pay well, the employee fails to give their best to the organization. So it is
their duty to ensure a proper and structured compensation and benefit system which will able
to fulfil their minimum desired level. Because if the successful to do that in the long run the
employer will be benefitted.
Industry overview
As our topic is related with the benefits and compensation that what motives more to
employees and what employees are more preferred. For the purpose of our research we chose
banking industry. We selected private bank such as, Premier Bank, Dhaka Bank, BRAC Bank,
Bank Asia.
One of the most important components of running a successful business is keeping employees
happy and providing them with enough incentive to maximize their productivity. Offering
employees benefits are attract the employees of an organization, there are some reasons for
the importance of benefits in the organization; i) The acquisition of skilled and dedicated
workers will help create a strong foundation for organization, so bring these talented and
potential benefits needed in the organization. Rather than giving employees benefits like paid
vacations and holidays, health plans, and retirement plans to make organization more
attractive.so attracting and retaining talent was the biggest reason that companies offered
employee benefits.ii) It’s difficult for a business to make serious progress when employees are

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constantly coming and going. Offering benefits minimize the turnover rate of the organization.
By investing in employees, it shows that organization has their best interests in mind and values
their job performance.iii) another advantage of offering benefits is the increasing of employee
morale. By understanding and needs of workforce, it’s likely that employees will be dedicated
and take their jobs more seriously. Showing that organization care about workers this is a
natural way to increase their loyalty and often to get their best work in return.iv) Benefits help
to increase the productivity of an organization. They should be willing to work harder, which
can lead to greater productivity and higher quality. Compensation can include monetary and
non-monetary components. Compensation often includes an employee’s base salary and
additional benefits, such as health insurance, retirement plans and performance bonuses. The
compensation packages a business offers to employees affects the company’s recruitment rate,
retention rate and employee satisfaction. A organization owner should understand the
importance of compensation and the laws to remain competitive in the market.
Most employees don’t just work for their job. Most people also want a good amount of salary
and other incentives that will reward them for their hard work. By providing increased and
flexibility in employee benefits, employers can not only recruit but retain qualified employees.
Employees would be happy with their jobs and would love to work for you if they get fair
rewards in exchange of their services it comes the job satisfication.compensation and benefit
motivates the employee more.
There are two forms of compensation provided to employees, direct and indirect. Direct forms
of compensation have a multitude of types or methods, from salaries to bonuses. Indirect
compensation is primarily the various types of benefits and long term incentives. One of the
forms of compensation is direct for services related by the employee. The term used for this is
wages. It consists of four different groups of payment from the employer to the employee.
They are salary, hourly, commission and bonus types of wages. i) Salary is this type of wage is
customarily a set sum of remuneration over a defined period of time. Most commonly used tool
to pay professional or licensed employees. Ii) Hourly amount per hour of service to the
employer, more commonly used to compensate unskilled and skilled laborers in the workforce.
This form of compensation comes with an implied understanding that during times of slow or
minimal workloads, the employee may not be used to provide services. In effect, there is
guarantee of a regular pay structure.iii) Commission When compensation is based on volume or
some form of performance, this is known as commission based pay. Other terms used include
piecework Many industries used this type of pay systemto get a minimum standard of
production in exchange for compensation.iv) Bonuses are used to increase performance from
the employee. This is a variable type of pay and is more commonly found with salaried staff to
incentivize them for a particular goal whether time or volume based. Other reasons used for
bonuses are to increase or maintain retention of certain skills or the pool of skillsets needed in
the company. This particular group is traditionally thought of in the form of insurances (health,
dental, life, disability and vision) and retirement. Very few small businesses provide benefits to

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their employees due to cost involved. Other benefits can include transportation, paid time off,
vacation time, and customized incentives (lodging, meals, phones, etc.).i) Medical insurance
covers the costs of physician and surgeon fees, hospital rooms, and prescription drugs.ii)
Disability insurance replaces all or part of the income that is lost when a worker is unable to
perform their job because of illness or injury.(short term disability and long term disability) iii)
Life insurance protects your family in case you die. Benefits are paid all at once to the
beneficiaries of the policy usually a spouse or children. Iv) Retirement benefits are funds set
aside to provide people with an income or pension when they end their careers.v) Paid time off
(also referred to as PTO) is earned by employees while they work. The three common types of
paid time off are holidays, sick leave, and vacation leave.
Different organization has different compensation structure and benefits plan for their
employees. It differs from different kind of organization. Each and every organization have their
own policy, if the organization is small then they have a small plan for their benefits and
average structure for their employees, employees benefits and compensation also depends on
organization’s productivity, market share, profit and policy. At the end each and every
organization has their own compensation structure. Compensation and benefits retain
potential employees and it increased the productivity of the organization and motivates
employees more. But it also can be the reason of turnover, productivity decreased, low profit
rate,demotivation,lack of employee interest.
Rationale of the Study : Employees are given compensation and benefits in return of the effort
they give the organization. Employee is the core value for any organization. No organization can
earn profit without the employee. So it is their duty to pay them in a proper and structured way
in order to attract and retain them. Organization actually give them some benefit and
compensation in recognition of their work. Compensation is the employer's feedback for an
employee's work. Employee compensation refers to all forms of pay going to employees and
arising from their employment. Employees today are not willing to work only for the cash but
also expected some extra benefits from the organization. This extra is known as employee
benefits. One of the most important components of running a successful business is keeping
employees happy and providing them with enough incentive to maximize their productivity.
Some employee think compensation is important and some employee think benefit is
important. Both plays an important role in every employee’s life. Because compensation is the
direct reward and the benefits are those facilities they need for their betterment.
Compensation able to attract the talent people and helps the employee to motivate and
perform well. Benefit increase the satisfaction level of the employee. That’s why we conduct
this report to find out which motivate more compensation or benefit according to the
employees perspectives.
An analysis on Banking industry’s Compensation and benefits: Compensation and benefits
define a company’s success. Because if they fail to satisfy the employee they cannot able to

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become successful, success depends on employee’s effort. So any company have to structure
their compensation and benefit in a way that it must be fair enough to each and every
employee of the organization. We conduct a survey on banking industry and analysis their
answer. We found out that majority group of Bank Asia said that benefits motivate more than
Compensation, In Premier Bank the majority group said that benefits motivate more, In Dhaka
Bank the majority group said that compensation motivate more, In Brac bank the majority
group said that compensation motivate more. After an overall analysis on the majority group,
my statement is that Compensation motivates more than the benefit.
Objectives:
i) To acknowledge about the compensation and benefit structure of the banking industry.
ii) To understand the compensation and benefit objectives.
iii) To compare the given compensation and benefits with expected one.
iv) To review or redesign of the compensation strategy.
v) To know the actual practices of compensation and benefit in our country.
vi) To ensure recognition of high potential and retention of key employees
vii) To understand the satisfaction level of the employee.
viii) To find out the given compensation or benefit is sufficient or not.
ix) To find out this is important according to employee’s perception.
x) To understand the HR and Employer perception of compensation and benefit
xi) To compare that every organization is able to match with the compensation and benefit
system of the market or not
xii) To find out the expected compensation and benefit of the employee
Scope of the study
i) Learn about the different types of compensation and benefits packages
ii) learn about how to balance compensation and benefit in a salary structure
iii) Able to know the given compensation and benefit of banking sector.
iv) learn about how to maintain cost effective compensation and benefits
v) learn that employees satisfaction plays a significant role

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vii) learn that employee satisfaction, motivation and performance related to each other.
viii) Learn that employer should ensure employee engagement in decision making or suggestion
regarding compensation and benefit
ix) Learn about the structure and policies of banking industry.
x) Learn about how much the organization concern about their employees.
Xi) Able to understand the perception of employer and employee about compensation and
benefit and both are right according to their performance.
Limitation
We have to collect the data of compensation and benefit structure from the HR. As we know
these information are internal and they don’t want to share or discuss about it. It is difficult to
find out and collect the data. Sometimes when they are free and give us a meeting time but we
didn’t able to make it possible for some unavoidable factor. We have to conduct a survey by
questionnaire but the employee of the organization are not willing to answer them properly.
Some employee answers the question hurriedly to finish it and without reading and
understanding properly they answer them. They even some employee didn’t know about their
organization much.
Literature Review
i)Ferris, Rosen and Barnum (Ed.), Chapter (27), (1995) said that, Both benefits and cash
compensation can be described in terms of their level. Most of the organization compared their
company with another same organization pay for the same job then making the compensation
structure. Therefore, to assess competitiveness in the product market, organizations should not
focus only on pay levels. But also they should compare total labor costs and maintain their
hierarchical level in different parts of the organization.
ii) Hom and Griffeth (1994) as defined, Compensation and benefit is the major reason for
employee turnover. Organization needs to keep their potential employee so they do a proper
plan for compensation and benefit. If an organization has not a proper structure for
compensation Employees turnover rate becomes high, which is negatively impacts on
organization.

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iii) Loquercio et al. (2006) observed, that staff turnover is the portion of staff leaving in a given
time period but at the end of their contract employee retention comes out with compensation.
Benefits are the other reason to keep employees. It might be monetary or non-monetary.
iv) Ivancevich and Glueck (1989) opinion that, staff turnover is the main of reason the exit of
some employees and entrance of others to the organization. Sometime employees compared
their compensation with others organization in the same position then if it attract them then
they leave the job. Also implement for benefit also.
v)James H. Dulebohn (2008) HRM journal reviewed that, there have many lacking in the
organization for employees benefits, which is surprising because employer-sponsored benefits
are a primary concern of executives and employees same as well. Total compensation
perspective, indirect compensation or benefits plays a significant factor in the attraction and
retention of employees. This is particularly true for costly benefits such as health insurance and
pension plans, the provision of which is an increasingly important issue to both employers and
employees.
We used literature review that people can know easily what happens on the field. Reviewing
literature helps to gathering information and enlarges our knowledge. In our study we given
literature review that respondent can easily understand about the real situation. Cause after
reviewing on various literatures we understand what other researchers find out on their
research about the compensation and benefits what motives more.so after review on these
literature most of them defined that employee motivation, retention, productivity increased
depends benefits and compensation both. But most of them find out the employee are more
motives if they are getting benefits.
Research Method
Data source: As we are conducted research on compensation and benefit from the perspective
of employees in private banking industry because of that we needed to collect the both primary
data and secondary data for our research.
Primary Data: For collect primary data we went to Dhaka Bank,Brac bank, Bank Asia, and
Premier Bank. We collect our data with In person drop of survey. With that we can know their
perception about the compensation and benefit, and which things they prefer more to getting
motivation on their work. Some of said us they want compensation,and some want benefit and
some said they want both at same time. And others said that they want anything else like they
need a friendly environment, transportation system, work security and increasing salary.We
also could know their needed that what they want. So with this systemwe collected our
primary data for our research.
Secondary Data: Collecting secondary data we searched websites, saw some articles. In banking
sector they have to work more with that employee also want that much benefit and

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compensation for their work satisfaction. With that when they saw that they are not getting
that much benefit and compensation then they shows dissatisfaction on their work and that
time some journalist publish the articles that Banks employees getting demotivate because of
getting less of benefit an compensation what they are deserve for their work. So with that We
collected our secondary data that which things are went through for this compensation and
benefit system with the Banks employee.
Study area location: As we conducted our survey on private banking sector that’s why we
collect our data to went :-
1.Bank asia ( Banani)
2. Dhaka bank (Banani)
3.Brac bank(Banani)
4.Primier bank( Banani)
Because of most of this all banks are near to our AIUB campus at Banani.So that we choose
Banani as our study location to collect data for our research.
For our research we needed to know about the employees perception about the compensation
and benefit and which things they want.So our target population was every employee in
Private banking sector that they are satisfied or not with their benefit and compensation. So
our Target population was Bank’s employee.
Sample Frame: We took interview with in person drop of survey and face to face interview. So
we divided our sample in 4 banks ( Brac,Dhaka,Primier,Bank asia). As we mentioned that we
choose these 4 banks for our research to get the information about benefit and
compensation.Our sample size was 36. This was our Sample frame:
Bank Name Bank Name
Brac Bank 10
Dhaka Bank 7
Bank Asia 9
Premier Bank 10
Types of Survey:As we mentioned earlier that we took in person drop of survey and face to face
interview. So we made our questionnaire with both open and close ended question design for

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our study. With our questionnaire we interviewed Banks employees perception about the
benefit and compensation.
Questionnaire Design: We prepared questionnaire like whats the employees perception about
compensation and benfit,Which type of benefit is given,if they have any extra expection of
some other facilities,Is there any facilities to earn against extra working hour,the organization is
able to match with the compensation and benefit in the market or not,Which increase loyalty
towards the organization and so on.So for collecting these questions data we preapared our
questionnaire with both Close and Open ended system.With that employee can give their own
perception and also they can choice from our questions option . And that was so easy to
understand and responders an easily give their perception.
Method Of Analyzing Data: Data Analyzed by Microsoft Word And Excel.
Analysis and Interpretation of the Data
Figure 1: Opinion on importance of benefits according totheir perceptions.
In figure 1, in 9 employees we found that 22% employee at Bank Asia said that compensation is
important,44% employee said that benefit is important and other 33 % employee want both
compensation and benefit according their perception. And in Premier Bnak In 10 employees
10% employees want compensation,40% employees want benefit and other 30 % want both
according their perception.In Dhaka Bnak, in 7 employees 42% employee want compensation
and 42% want benefit. At Brack bank in 10 people 60% employee want compensation and 40%
employee want benefit.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Bank asia Premier bank Dhaka bank Brack Bank
Compensati
on
Benefit

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Figure 2: To earn against the extra working hours.
In figure 2, In bank Asia they can’t earn extra for their extra working hours 100% employees
said no on that figure about earning extra. In Premier Bank 50% people they said they can earn
and other 90 % employee said that they can earn with what they spend the extra working
hours. In Dhaka bank 28% employee said that organization don’t give any extra for their extra
working hour. In Brac bank no one can give any opinion about this figure.
Figure 3: About the organization evalution of good performance of employees.
In figure 3, In Bank Asia’ 77% employee said that organization evaluate their performance with
ratings, 22% employees said that organization evaluate with Performance appraisal.In premier
bank 60% said about performance appraisal,20% said about target value and in other option
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Bank asia Premier bank Dhaka bank Brack Bank
Yes
No
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Bank asia Premier bank Dhaka bank Brack Bank
Yes
No

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10% people said they want another new option to evaluate the good performance like Giving
feedback. In Dhaka bank 100 % employees said about the Performance appraisal.In Brac bank
100% employees said that they have other option that they evaluate the performance.
Figure 4: Opinion to the existing compensation/ benefit is fair enough or not.
In figure 4, In Bank asia 77% employees said that existing compensation/benefit is enough for
them and other 22% employees said no about the existing benefit. They want more benefit for
their satisfaction.In Premier Bank 90% employees said no about the existing benefit. That’s not
enough for them. In Dhaka Bank 51% employees said that’s enough for them and 28%
employees said that’s not enough compensation for them.In Brac Bnak 100% employees said
that their existing benefit is enough for them
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Bank asia Premier bank Dhaka bank Brack Bank
Ratings
Performance appraisal
Target value
Other

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Figure 5: Opinion what type of benefits are given.
In figure 5,In Bank asia, 88% employees said that they got all type befefit (PF,Gratuity,festival
bonus,LFA)which give the orgization to them. In premier bank 60% employees got the benefit
and 20% employees got nothing about benefit/compensation.In Dhaka bank 85% employees
got the benefit. In brac bank 100% employees said that they got they got all type of benefit.
Figure 6:opinion if there any benefit only offer by there company.
In figure 6, in Bank Asia, 11% employee said that they have the benefit which only offer of their
Bank.88% Employees said that that they have nothing that only offer their Bank.In Premier
Bank 90% employees said that they have no benefit that only offer by their company. In Dhaka
bank 71% employees said that they have benefit which only offer by them.And 14% employees
said that they may be have this kind of benefit like only they offer.In Brac Bank 100%
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Bank asia Premier bank Dhaka bank Brack Bank
Yes
No
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Bank asia Premier bank Dhaka bank Brack Bank
All type
No benefit

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employees said that they have the benefit which only they offer. They have to give 2500 tk
monthly but brac bank added more 2500 by them for the employees provident fund.So this is
their only offer by them.
Figure 7: opinion on the any expectation of some other facilities in compensation/ benefit s In
figure 7, In Bank Asia,22% employees said that they have the expectation of some other
facilities in compensation of their company.77% employees said that they have no expectation.
In Premier Bank 60% employees have expectation,20% have no expectation and 10% have the
other expectation like they want Transportation systemfor them as a benefit/bonus.In Dhaka
bank 42% employees said yes they have expectation,28% said no, and 14 % said they want
ystem of their company. other facilities as bonus like they want group health insurance,
increasing salary.In Brac bank 100% employees said that they have more expectation.
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Bank asia Premier
bank
Dhaka bank Brack Bank
Yes
No
Others(May be)
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Bank asia Premier bank Dhaka bank Brack Bank
yes
No

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Figure 8: Opinion of the organization able to match with compensation/benefits system in
the market or not.
In figure 8, IN Bank Asia,88% employees said that their organization can able to math with the
market’s compensation and benefit. In Premier bank, 10% people said their organization can
match and 70% employees said that they can’t match with market compensation system.In
Dhaka bank 51% employees said that they can match.In Brac Bank 100% employees said that
they can match.
Figure 9: Opinion about the increase loyalty towards the organization.
In figure 9,In Bank asia,55% said that benefit can increase the loyalty.33% Employees said that
they want both compensation and benefit to increase the loyalty towards the organization. In
premier Bank,10% employees said about the compensation,40%employess said about the
benefit and other 30% employees said that they want other like environment security,friendly
environment,personal achievement,commitment, value.In Dhaka Bank 28% employees said
about compensation,14% employees said about the benefit, and other 14% employees said
that they want both benefit and compensation and also want other like premier bank
employees wanted.In barc bank 70% employees said about the compensation and other 30%
said about the benefit.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Bank asia Premier bank Dhaka bank Brack Bank
Compensation
Benefit
Other

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Figure 10: Opinion on the thinking of compensation and benefits both should be given at
same time.
In Figure 10, IN Bank Asia,88% employees said that compensation and benefit both should be
given at the same time.. In Premier Bank 60% people said yes and and 20% employees said no
about that compensation and benefit that should be given at the same time.in Dhaka BANK
42% employees said about yes thay want both at the same time.14% Employees said no about
the both that should be given at the same time.IN Brac Bank 100% employees said that Both
compensation and benefit should be given at the same time.
Here is the formula that we used to find the percentage of the employee:
Bank asia: 9 employee
Compensation: 2/9*100=22%
Benefit : 4/9*100=44%
Other : 3/9*100=33%
Premier Bank: 10 employee
Compensation: 1/10*100= 10%
Benefit :4/10*100=40%
Other :3/10*100=30%
[ Other 2 employee they didn’t give any perception about the Benefit and compensation
according to the importance]
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Bank asia Premier bank Dhaka bank Brack Bank
Yes
No

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Dhaka Bank : 7 employee
Compensation: 3/7*100=42%
Benefit : 3/7*100=42%
[ Other 1 employee didn’t give any perception]
Brac Bank: 10 Employee
Compensation: 6/10*100= 60%
Benefit :4/10*100=40%
We found our all results in percentage based on this formula.
Overall analysis :
Here, in premier bank out of 10 employees all are said that they are not happy
with their compensation and benefit what they are getting. They have 0% satisfaction on their
compensation and benefit. They just got festival bonus. But sometimes they miss that festival
bonus. Mostly whom are at higher position like senior officer,vice principal,senior assistant
officer they are getting the compensation and benefit but whom are at the position of
officer,junior officer they got nothing. Because of that they are very dissatisfied with their
compensation and benefit. In Bank asia out of 9 employee 7 employees said that they are
happy with their compensation and benefit what they are getting but they want just
transportation as more benefit. So they have 77% satisfaction of about their compensation and
benefit. In Dhaka Bank out of 7 employees 4 employees said that they are happy about their
compensation and benefit. So they have 57% satisfaction of about the compensation and
benefit. But they want environment security,friendly environement,transportation as their
benefit.In Brac Bank out of 10 employees all employees said that they are very happy with their
compensation and benefit what they are getting. And they have 100% satisfaction. And it’s a
great thing for every employees that they have this satisfaction what they wanted for.
So, in out Of this 4 BANKS Brac bank have the highest position on the empoyees satisfaction
level about the benefit and compensation.
Finding of study:
i) In premier bank most of the employees are not happy with their compensation and
benefit.They are dissatisfy about their benefits and compensation.They only get the festival
bonus but sometime they don’t get it.whom are in senior position they are satisfy with their
compensation and benefits but junior postion got any benefits. They prefer benefits more.

17. 17 | P a g e
ii) In Bank Asia, employees are more satisfied with their compensation and benefit both. But
they have demand for as transportation service as more benefits. They want both.
iii) In Dhaka Bank, employees are more satisfy about their compensation and benefit both but
they want a good environment in their office which motivates them. Benefits more motives
them.
iv) In Brac Bank, they are much more satisfied with their compensation and benefits.
Employee satisfaction depend on compensation and benefit structure of a company. Both have
a significant impact on employee performance.Age and marital status influence their
expectation of compensation and benefit.Female employees are likely to choose good
environment rather than a good pay.
Conclusions
Compensation and benefits define a company’s success. Because if they fail to satisfy the
employee they cannot able to become successful, success depends on employee’s effort. So
any company has to structure their compensation and benefit in a way that it must be fair
enough to each and every employee of the organization. We conduct a survey on banking
industry and analysis their answer. We found out that majority group of Bank Asia said that
benefits motivate more than Compensation. In Premier Bank the majority group said that
benefits motivate more, In Dhaka Bank the majority group said that compensation motivate
more, In Brac bank the majority group said that compensation motivate more. After an overall
analysis on the majority group, my statement is that Compensation motivates more than the
benefit. They should acknowldeg,compare,understand the compensation and benefits.They
should also understand the satisfication of employee level.
Findings:
 In Bank Asia they don’t have the right strategy to give the compensation and benefit.
They consider position.Like whom are at higher position they got more as compensation
and benefit. Its not actual Fair pay.
 In Bank Asia they just got the festival bonus and its not enough for motivating an
employee.
 In Bank Asia employer didn’t even try to find out the what their employee want as a
compensation and benefit.
 Employee satisfaction depend on compensation and benefit structure of a company.
 Both have a significant impact on employee performance.
 Age and marital status influence their expectation of compensation and benefit.
 Female employees are likely to choose good environment rather than a good pay.
 premier Bank they are not satisfied, they are don’t get any benefits.

18. 18 | P a g e
 Premier Bank, the higher level position they are getting more benefits and
compensation both. But junior position they dnt get ant benefit.
 In premier Bank, sometime employees don’t get extra hour pay.
 In Dhaka Bank, they want good environment as non-monetary benefits.
Recommendations
 In Bank Asia employer should make a right strategy to give compensation their
employee with fair pay to motivate each and every employee with that they can
become more productive for the Bank.
 Employer should talk with the employee about benefit and compensation.
 Every company should have proper and structured compensation and benefit
system .
 Employer should ensure employee engagement in decision making
 They should need to consider the want of their employees before establishing the
compensation and benefit
 They should analysis the market to match with other company’s compensation and
benefit.
 Premier Bank should maintain equity benefit system.
 For Dhaka Bank, they should ensure flexible environment.
 They should motivate their employees by benefits.
References
http://dspace.ubvu.vu.nl/bitstream/handle/1871/32852/ageandworkrelatedmotives.pdf?se
quence=1
http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1193&context=cahrswp
http://shodhganga.inflibnet.ac.in/bitstream/10603/21083/4/07_chapter%202.pdf
https://www.researchgate.net/publication/229352681_Employee_benefits_Literature_revi
ew_and_emerging_issues
https://www.researchgate.net/publication/229352681_Employee_benefits_Literature_revi
ew_and_emerging_issues