Experienced Probationary Officer with a demonstrated history of working in the banking industry. Skilled in Microsoft Word, Public Speaking, Management, Teamwork, and Leadership. Strong military and protective services professional with a Master of Business Administration (MBA) focused in Human Resources Management from University Of Dhaka. Address: Gazipur, Dhaka, Bangladesh.
Employees are the most important assets of an organization. Moreover in today’s highly competitiv... more Employees are the most important assets of an organization. Moreover in today’s highly competitive world employees are the factors which determine success or failure of an organization. They are the ones who interact with the customer on a day to day basis and carry out the whole operations. As such the organizations need to give more attention to the contentment of the employees.
This study aims at finding out the relationship between the job satisfaction of the employees of National Bank Ltd. (Kaliakoir Branch) and the potential variables of salary and benefits, advancement and growth, recognition of employees’ job, the work itself, quality of supervision, company policy and administration, interpersonal relations and sorting out some ways of improvement the state of job satisfaction of National Bank Ltd. Employees (Kaliakoir Branch).
Job satisfaction has been defined as a general attitude toward one’s job. According to Robins (1997) it is the difference between the amount of rewards employees receive and the amount they believe they should receive. For measurement of job satisfaction level much information has been collected both from the primary sources and as well as from the secondary sources. A questionnaire with Likert scale five point has been developed to gather information on the job satisfaction. Data has been analyzed using SPSS 17.0 software program. To evaluate the data, descriptive statistical methods (Number, Percentage) has been used and to compare the quantitative data with the relationship between two groups, Pearson correlation and regression analysis have been used. The bank personnel usually don’t want to disclose all the information about their organization due to confidentiality. Time is another major limitations the duration of the program was 90 days only and being a temporary member of the organization.
The emergence of National Bank Limited in the private sector was an important event in the Banking arena of Bangladesh. When the nation was in the grip of severe recession, the government took the farsighted decision to allow the private sector to revive the economy of the country. Several dynamic entrepreneurs came forward for establishing a bank with a motto to revitalize the economy of the country.
27% of the employees of Kaliakoir Branch are satisfied with their job and 26% of the employees of Kaliakoir Branch are dissatisfied with their job. On the other hand, 20% of the employees of Kaliakoir Branch are strongly dissatisfied with their job and 27% of the employees of Kaliakoir Branch are neither dissatisfied nor satisfied with their job. 53% of the employees of Kaliakoir Branch are satisfied with the chance of promotion on their job and 20% of the employees of Kaliakoir Branch are dissatisfied with the chance of promotion on their job. 33% of the employees of Kaliakoir Branch are dissatisfied with the recognition of their job and 13% of the employees of Kaliakoir Branch are satisfied with the recognition of their job.
47% of the employees of Kaliakoir Branch are dissatisfied with the nature of job and 33% of the employees of Kaliakoir Branch are satisfied with the nature of job. 33% of the employees of Kaliakoir Branch are satisfied with the quality of supervisor and 20% of the employees of Kaliakoir Branch are dissatisfied with the quality of supervisor. 20% of the employees of Kaliakoir Branch are satisfied with the organization policy and 33% of the employees of Kaliakoir Branch are dissatisfied with the organization policy.27% of the employees of Kaliakoir Branch are satisfied with their co-worker and 13% of the employees of Kaliakoir Branch are dissatisfied with their co-worker.
There is a direct link between employees’ job satisfaction and financial results. The more satisfied employees are the more motivated and committed. They will be towards the organization’s success. NBL authority should consider in revising compensation structure, introducing fair promotions policy, increasing training / skills development program, giving recognition, creating a wonderful environment, ensuring workplace flexibility and work/life balance, enhancing relationships with co-workers and building a bridge between employees and senior management.
This study aims at measuring and comparing the financial performance of three branches of Nationa... more This study aims at measuring and comparing the financial performance of three branches of National Bank Limited in Bangladesh. In a competitive financial market bank performance is very important because it provides signal to depositors and investors whether to invest or withdraw funds from the bank. Similarly, it flashes direction to bank managers whether to improve its deposit service or loan service or both to improve its finance. Regulator is also interested to know for its regulation purposes. Specifically two objectives were pointed out in these study as to analyze comparative branch financial performance among three branches in the light of growth and profitability performance and evaluate comparative branch financial performance among three branches in the light of employee performance.
For comparative branch performance analysis three branches are being selected. For the organization part, much information has been collected both from the primary sources and as well as from the secondary sources. The bank personnel usually don’t want to disclose all the statistical information about their organization due to obvious reasons of scrutiny and confidentiality. Time is another major limitations the duration of the program was 45 days only and being a temporary member of the organization.
The emergence of National Bank Limited in the private sector was an important event in the Banking arena of Bangladesh. When the nation was in the grip of severe recession, the government took the farsighted decision to allow the private sector to revive the economy of the country. Several dynamic entrepreneurs came forward for establishing a bank with a motto to revitalize the economy of the country.
Among three branches Kaliakoir branch performed very well in term of collecting deposits. By providing large amount of advances to import business, Bogra branch sanctioned excess loans and advances from its budgeted ones. Kaliakoir branch achieved high growth rate profit among three branches due to increase in interest received from loans and advances, increase in interest received from IBTA and there was no interest paid on IBTA. Growth rate of per employee deposit in Kaliakoir branch was high which was being meant high employee performance comparison among three branches. Bogra branch was high employee performance in terms of per employee advances. In terms of per employee profit-loss Kaliakoir branch was high employee performance among three branches. Overall performance of Kaliakoir branch of National Bank Limited was high among three branches in terms of growth and profitability performance and employee performance of a branch. Bogra branch of NBL should give equal focus on all schemes of deposit. On the other hand Pabna branch of NBL should give a good attention regarding loan and advances sanction. Bogra branch should decrease its interest payment on IBTA and operating expense in order to turn back increasing profit trends. Employees of Bogra branch should more concentrate on their customer segments, markets, product-use profiles and financial position of loan seeker in order to reduce loan loss.
However, National Bank Limited is a new generation Bank. It is committed to provide high quality financial services or products to contribute to the growth of GDP of the country through stimulating trade and commerce, accelerating the pace of industrialization, boosting up export, creating employment opportunity for the educated youth, poverty alleviation, raising standard of living of limited income group and overall sustainable socio-economic development of the country.
Employees are the most important assets of an organization. Moreover in today’s highly competitiv... more Employees are the most important assets of an organization. Moreover in today’s highly competitive world employees are the factors which determine success or failure of an organization. They are the ones who interact with the customer on a day to day basis and carry out the whole operations. As such the organizations need to give more attention to the contentment of the employees.
This study aims at finding out the relationship between the job satisfaction of the employees of National Bank Ltd. (Kaliakoir Branch) and the potential variables of salary and benefits, advancement and growth, recognition of employees’ job, the work itself, quality of supervision, company policy and administration, interpersonal relations and sorting out some ways of improvement the state of job satisfaction of National Bank Ltd. Employees (Kaliakoir Branch).
Job satisfaction has been defined as a general attitude toward one’s job. According to Robins (1997) it is the difference between the amount of rewards employees receive and the amount they believe they should receive. For measurement of job satisfaction level much information has been collected both from the primary sources and as well as from the secondary sources. A questionnaire with Likert scale five point has been developed to gather information on the job satisfaction. Data has been analyzed using SPSS 17.0 software program. To evaluate the data, descriptive statistical methods (Number, Percentage) has been used and to compare the quantitative data with the relationship between two groups, Pearson correlation and regression analysis have been used. The bank personnel usually don’t want to disclose all the information about their organization due to confidentiality. Time is another major limitations the duration of the program was 90 days only and being a temporary member of the organization.
The emergence of National Bank Limited in the private sector was an important event in the Banking arena of Bangladesh. When the nation was in the grip of severe recession, the government took the farsighted decision to allow the private sector to revive the economy of the country. Several dynamic entrepreneurs came forward for establishing a bank with a motto to revitalize the economy of the country.
27% of the employees of Kaliakoir Branch are satisfied with their job and 26% of the employees of Kaliakoir Branch are dissatisfied with their job. On the other hand, 20% of the employees of Kaliakoir Branch are strongly dissatisfied with their job and 27% of the employees of Kaliakoir Branch are neither dissatisfied nor satisfied with their job. 53% of the employees of Kaliakoir Branch are satisfied with the chance of promotion on their job and 20% of the employees of Kaliakoir Branch are dissatisfied with the chance of promotion on their job. 33% of the employees of Kaliakoir Branch are dissatisfied with the recognition of their job and 13% of the employees of Kaliakoir Branch are satisfied with the recognition of their job.
47% of the employees of Kaliakoir Branch are dissatisfied with the nature of job and 33% of the employees of Kaliakoir Branch are satisfied with the nature of job. 33% of the employees of Kaliakoir Branch are satisfied with the quality of supervisor and 20% of the employees of Kaliakoir Branch are dissatisfied with the quality of supervisor. 20% of the employees of Kaliakoir Branch are satisfied with the organization policy and 33% of the employees of Kaliakoir Branch are dissatisfied with the organization policy.27% of the employees of Kaliakoir Branch are satisfied with their co-worker and 13% of the employees of Kaliakoir Branch are dissatisfied with their co-worker.
There is a direct link between employees’ job satisfaction and financial results. The more satisfied employees are the more motivated and committed. They will be towards the organization’s success. NBL authority should consider in revising compensation structure, introducing fair promotions policy, increasing training / skills development program, giving recognition, creating a wonderful environment, ensuring workplace flexibility and work/life balance, enhancing relationships with co-workers and building a bridge between employees and senior management.
This study aims at measuring and comparing the financial performance of three branches of Nationa... more This study aims at measuring and comparing the financial performance of three branches of National Bank Limited in Bangladesh. In a competitive financial market bank performance is very important because it provides signal to depositors and investors whether to invest or withdraw funds from the bank. Similarly, it flashes direction to bank managers whether to improve its deposit service or loan service or both to improve its finance. Regulator is also interested to know for its regulation purposes. Specifically two objectives were pointed out in these study as to analyze comparative branch financial performance among three branches in the light of growth and profitability performance and evaluate comparative branch financial performance among three branches in the light of employee performance.
For comparative branch performance analysis three branches are being selected. For the organization part, much information has been collected both from the primary sources and as well as from the secondary sources. The bank personnel usually don’t want to disclose all the statistical information about their organization due to obvious reasons of scrutiny and confidentiality. Time is another major limitations the duration of the program was 45 days only and being a temporary member of the organization.
The emergence of National Bank Limited in the private sector was an important event in the Banking arena of Bangladesh. When the nation was in the grip of severe recession, the government took the farsighted decision to allow the private sector to revive the economy of the country. Several dynamic entrepreneurs came forward for establishing a bank with a motto to revitalize the economy of the country.
Among three branches Kaliakoir branch performed very well in term of collecting deposits. By providing large amount of advances to import business, Bogra branch sanctioned excess loans and advances from its budgeted ones. Kaliakoir branch achieved high growth rate profit among three branches due to increase in interest received from loans and advances, increase in interest received from IBTA and there was no interest paid on IBTA. Growth rate of per employee deposit in Kaliakoir branch was high which was being meant high employee performance comparison among three branches. Bogra branch was high employee performance in terms of per employee advances. In terms of per employee profit-loss Kaliakoir branch was high employee performance among three branches. Overall performance of Kaliakoir branch of National Bank Limited was high among three branches in terms of growth and profitability performance and employee performance of a branch. Bogra branch of NBL should give equal focus on all schemes of deposit. On the other hand Pabna branch of NBL should give a good attention regarding loan and advances sanction. Bogra branch should decrease its interest payment on IBTA and operating expense in order to turn back increasing profit trends. Employees of Bogra branch should more concentrate on their customer segments, markets, product-use profiles and financial position of loan seeker in order to reduce loan loss.
However, National Bank Limited is a new generation Bank. It is committed to provide high quality financial services or products to contribute to the growth of GDP of the country through stimulating trade and commerce, accelerating the pace of industrialization, boosting up export, creating employment opportunity for the educated youth, poverty alleviation, raising standard of living of limited income group and overall sustainable socio-economic development of the country.
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This study aims at finding out the relationship between the job satisfaction of the employees of National Bank Ltd. (Kaliakoir Branch) and the potential variables of salary and benefits, advancement and growth, recognition of employees’ job, the work itself, quality of supervision, company policy and administration, interpersonal relations and sorting out some ways of improvement the state of job satisfaction of National Bank Ltd. Employees (Kaliakoir Branch).
Job satisfaction has been defined as a general attitude toward one’s job. According to Robins (1997) it is the difference between the amount of rewards employees receive and the amount they believe they should receive. For measurement of job satisfaction level much information has been collected both from the primary sources and as well as from the secondary sources. A questionnaire with Likert scale five point has been developed to gather information on the job satisfaction. Data has been analyzed using SPSS 17.0 software program. To evaluate the data, descriptive statistical methods (Number, Percentage) has been used and to compare the quantitative data with the relationship between two groups, Pearson correlation and regression analysis have been used. The bank personnel usually don’t want to disclose all the information about their organization due to confidentiality. Time is another major limitations the duration of the program was 90 days only and being a temporary member of the organization.
The emergence of National Bank Limited in the private sector was an important event in the Banking arena of Bangladesh. When the nation was in the grip of severe recession, the government took the farsighted decision to allow the private sector to revive the economy of the country. Several dynamic entrepreneurs came forward for establishing a bank with a motto to revitalize the economy of the country.
27% of the employees of Kaliakoir Branch are satisfied with their job and 26% of the employees of Kaliakoir Branch are dissatisfied with their job. On the other hand, 20% of the employees of Kaliakoir Branch are strongly dissatisfied with their job and 27% of the employees of Kaliakoir Branch are neither dissatisfied nor satisfied with their job. 53% of the employees of Kaliakoir Branch are satisfied with the chance of promotion on their job and 20% of the employees of Kaliakoir Branch are dissatisfied with the chance of promotion on their job. 33% of the employees of Kaliakoir Branch are dissatisfied with the recognition of their job and 13% of the employees of Kaliakoir Branch are satisfied with the recognition of their job.
47% of the employees of Kaliakoir Branch are dissatisfied with the nature of job and 33% of the employees of Kaliakoir Branch are satisfied with the nature of job. 33% of the employees of Kaliakoir Branch are satisfied with the quality of supervisor and 20% of the employees of Kaliakoir Branch are dissatisfied with the quality of supervisor. 20% of the employees of Kaliakoir Branch are satisfied with the organization policy and 33% of the employees of Kaliakoir Branch are dissatisfied with the organization policy.27% of the employees of Kaliakoir Branch are satisfied with their co-worker and 13% of the employees of Kaliakoir Branch are dissatisfied with their co-worker.
There is a direct link between employees’ job satisfaction and financial results. The more satisfied employees are the more motivated and committed. They will be towards the organization’s success. NBL authority should consider in revising compensation structure, introducing fair promotions policy, increasing training / skills development program, giving recognition, creating a wonderful environment, ensuring workplace flexibility and work/life balance, enhancing relationships with co-workers and building a bridge between employees and senior management.
For comparative branch performance analysis three branches are being selected. For the organization part, much information has been collected both from the primary sources and as well as from the secondary sources. The bank personnel usually don’t want to disclose all the statistical information about their organization due to obvious reasons of scrutiny and confidentiality. Time is another major limitations the duration of the program was 45 days only and being a temporary member of the organization.
The emergence of National Bank Limited in the private sector was an important event in the Banking arena of Bangladesh. When the nation was in the grip of severe recession, the government took the farsighted decision to allow the private sector to revive the economy of the country. Several dynamic entrepreneurs came forward for establishing a bank with a motto to revitalize the economy of the country.
Among three branches Kaliakoir branch performed very well in term of collecting deposits. By providing large amount of advances to import business, Bogra branch sanctioned excess loans and advances from its budgeted ones. Kaliakoir branch achieved high growth rate profit among three branches due to increase in interest received from loans and advances, increase in interest received from IBTA and there was no interest paid on IBTA. Growth rate of per employee deposit in Kaliakoir branch was high which was being meant high employee performance comparison among three branches. Bogra branch was high employee performance in terms of per employee advances. In terms of per employee profit-loss Kaliakoir branch was high employee performance among three branches. Overall performance of Kaliakoir branch of National Bank Limited was high among three branches in terms of growth and profitability performance and employee performance of a branch. Bogra branch of NBL should give equal focus on all schemes of deposit. On the other hand Pabna branch of NBL should give a good attention regarding loan and advances sanction. Bogra branch should decrease its interest payment on IBTA and operating expense in order to turn back increasing profit trends. Employees of Bogra branch should more concentrate on their customer segments, markets, product-use profiles and financial position of loan seeker in order to reduce loan loss.
However, National Bank Limited is a new generation Bank. It is committed to provide high quality financial services or products to contribute to the growth of GDP of the country through stimulating trade and commerce, accelerating the pace of industrialization, boosting up export, creating employment opportunity for the educated youth, poverty alleviation, raising standard of living of limited income group and overall sustainable socio-economic development of the country.
This study aims at finding out the relationship between the job satisfaction of the employees of National Bank Ltd. (Kaliakoir Branch) and the potential variables of salary and benefits, advancement and growth, recognition of employees’ job, the work itself, quality of supervision, company policy and administration, interpersonal relations and sorting out some ways of improvement the state of job satisfaction of National Bank Ltd. Employees (Kaliakoir Branch).
Job satisfaction has been defined as a general attitude toward one’s job. According to Robins (1997) it is the difference between the amount of rewards employees receive and the amount they believe they should receive. For measurement of job satisfaction level much information has been collected both from the primary sources and as well as from the secondary sources. A questionnaire with Likert scale five point has been developed to gather information on the job satisfaction. Data has been analyzed using SPSS 17.0 software program. To evaluate the data, descriptive statistical methods (Number, Percentage) has been used and to compare the quantitative data with the relationship between two groups, Pearson correlation and regression analysis have been used. The bank personnel usually don’t want to disclose all the information about their organization due to confidentiality. Time is another major limitations the duration of the program was 90 days only and being a temporary member of the organization.
The emergence of National Bank Limited in the private sector was an important event in the Banking arena of Bangladesh. When the nation was in the grip of severe recession, the government took the farsighted decision to allow the private sector to revive the economy of the country. Several dynamic entrepreneurs came forward for establishing a bank with a motto to revitalize the economy of the country.
27% of the employees of Kaliakoir Branch are satisfied with their job and 26% of the employees of Kaliakoir Branch are dissatisfied with their job. On the other hand, 20% of the employees of Kaliakoir Branch are strongly dissatisfied with their job and 27% of the employees of Kaliakoir Branch are neither dissatisfied nor satisfied with their job. 53% of the employees of Kaliakoir Branch are satisfied with the chance of promotion on their job and 20% of the employees of Kaliakoir Branch are dissatisfied with the chance of promotion on their job. 33% of the employees of Kaliakoir Branch are dissatisfied with the recognition of their job and 13% of the employees of Kaliakoir Branch are satisfied with the recognition of their job.
47% of the employees of Kaliakoir Branch are dissatisfied with the nature of job and 33% of the employees of Kaliakoir Branch are satisfied with the nature of job. 33% of the employees of Kaliakoir Branch are satisfied with the quality of supervisor and 20% of the employees of Kaliakoir Branch are dissatisfied with the quality of supervisor. 20% of the employees of Kaliakoir Branch are satisfied with the organization policy and 33% of the employees of Kaliakoir Branch are dissatisfied with the organization policy.27% of the employees of Kaliakoir Branch are satisfied with their co-worker and 13% of the employees of Kaliakoir Branch are dissatisfied with their co-worker.
There is a direct link between employees’ job satisfaction and financial results. The more satisfied employees are the more motivated and committed. They will be towards the organization’s success. NBL authority should consider in revising compensation structure, introducing fair promotions policy, increasing training / skills development program, giving recognition, creating a wonderful environment, ensuring workplace flexibility and work/life balance, enhancing relationships with co-workers and building a bridge between employees and senior management.
For comparative branch performance analysis three branches are being selected. For the organization part, much information has been collected both from the primary sources and as well as from the secondary sources. The bank personnel usually don’t want to disclose all the statistical information about their organization due to obvious reasons of scrutiny and confidentiality. Time is another major limitations the duration of the program was 45 days only and being a temporary member of the organization.
The emergence of National Bank Limited in the private sector was an important event in the Banking arena of Bangladesh. When the nation was in the grip of severe recession, the government took the farsighted decision to allow the private sector to revive the economy of the country. Several dynamic entrepreneurs came forward for establishing a bank with a motto to revitalize the economy of the country.
Among three branches Kaliakoir branch performed very well in term of collecting deposits. By providing large amount of advances to import business, Bogra branch sanctioned excess loans and advances from its budgeted ones. Kaliakoir branch achieved high growth rate profit among three branches due to increase in interest received from loans and advances, increase in interest received from IBTA and there was no interest paid on IBTA. Growth rate of per employee deposit in Kaliakoir branch was high which was being meant high employee performance comparison among three branches. Bogra branch was high employee performance in terms of per employee advances. In terms of per employee profit-loss Kaliakoir branch was high employee performance among three branches. Overall performance of Kaliakoir branch of National Bank Limited was high among three branches in terms of growth and profitability performance and employee performance of a branch. Bogra branch of NBL should give equal focus on all schemes of deposit. On the other hand Pabna branch of NBL should give a good attention regarding loan and advances sanction. Bogra branch should decrease its interest payment on IBTA and operating expense in order to turn back increasing profit trends. Employees of Bogra branch should more concentrate on their customer segments, markets, product-use profiles and financial position of loan seeker in order to reduce loan loss.
However, National Bank Limited is a new generation Bank. It is committed to provide high quality financial services or products to contribute to the growth of GDP of the country through stimulating trade and commerce, accelerating the pace of industrialization, boosting up export, creating employment opportunity for the educated youth, poverty alleviation, raising standard of living of limited income group and overall sustainable socio-economic development of the country.