Report

on
Training and Development
of
Bangladesh Development Bank Limited

HRM501 – Human Resource Management

COURSE INSTRUCTOR
AHM Kamal, MBA (IBA), FCMA
Faculty of Business Administration
East West University

GROUP MEMBERS
1. Abdullah Mohammed Arif [EWU ID: 2019-2-91-006]
2. Asif Abdullah Basunia [EWU ID: 2020-1-91-008]
3. Ahmed Al Zayed [EWU ID: 2019-2-95-051]
4. Monika Akhtar [EWU ID: 2019-2-95-041]
 Contents
Executive Summary...............................................................................................................................2
Introduction...........................................................................................................................................3
Company Overview...............................................................................................................................5
Literature Review..................................................................................................................................6
Training & Development Practice in BDBL.............................................................................................7
Training and development practice in the Bank..............................................................................10
Methods used by the Bank..............................................................................................................11
Methods used for developing Managers.........................................................................................13
Findings and Recomandation..............................................................................................................14
Conclusion...........................................................................................................................................16
Bibliography.........................................................................................................................................17
Appendix.............................................................................................................................................18

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 Executive Summary
The report is on “Training and Development process of Bangladesh Development Bank
Limited”. The objective of the report is to analyze the training and development processes of
Bangladesh Development Bank Limited. In the report the types of trainings given to the
different level of employee of Bangladesh Development Bank are identified. After that, the
purpose and the topics covered in the In-House training programs are given in details. In the
later part, the methods of trainning process are discussed and given our recommendation
based on real trainning senario.

Training and development is considered as important tool make skilled in various field.
Today’s world of competition, it is impossible for a person who has little or no skills to
survive. Business world is changing and increasing challenges everywhere. So training and
development is needed to face these challenges. Human resource management is developed
and more effective through providing effective training program. Bangladesh Development
Bank Limited is one of the fast growing government bank of Bangladesh. They invest a huge
amount of money in the training programs and maintains a continuous process of
development and training of their employees.. These training expenses are treated as
investments by them, which helps them to achieve their goals with more ease.

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 Introduction
Human Resources (HR) are considered the most important assets of an organization, but very
few organizations are able to fully harness its potential. Human resources system is a set of
distinct but interrelated activities, functions and process that are directed at attracting,
developing and maintaining or disposing firms’ human resources. Banks, like any other firm,
need to transform inputs into outputs at an efficient rate in order to maximize profitability and
to survive under competitive conditions. Therefore, if a bank is using more resource in the
process than is technically required, it will be operating below the “frontier” of efficiency.
Chief among the resources is used to produce output is labor or human resources which
typically consumes between one third and one half of the operating expenses. Human
resources are the operative of other resources. So proper nurturing of them ensures the
success of commercial bank. Human resources in other words, well informed capable
citizenry can improve the total ability of an organization, a society, a government agency and
virtually of a country, of a nation. Banking industries across the world are going through a
series of rapid changes due in part to the pace of technological development. Use of
automated teller machines (ATM), advance statistical models for risk management and
Advance Ledger Posting Machines (ALPM) has transformed the way traditional banking
activity was performed. Technological advancement has changed the nature of banks demand
for employee to perform banking activities.

Commercial banking system dominates Bangladesh financial sector. Bangladesh bank is the
central bank of Bangladesh and the chief regulatory authority. The banking system is
composed of four state-owned commercial banks, five specialized developments banks, thirty
private commercial banks and nine foreign commercial banks. In Bangladesh most of the
human resources related decisions are mainly taken by the central management. In different
branches these decisions are just implemented. The success of banks largely depends on the
intellectual development of the employees. Along with intellectual development of the
knowledge worker, technical infrastructures of the bank must be ensured to enhance the
effectiveness of the employee and the bank. Generally, the banking profession in Bangladesh
is recognized with standardized salary scale, higher social status and dignity. As can be found
from the study, human resources in banks were enjoying comparatively better facilities under
the rules of banking industry. Employees of the bank getting good number of bonus and

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compensation, including salary grade, leave facilities, housing facilities, gratuities, provident
funds, and losses of accident or death of employees etc. The employees in private bank are
more satisfied with salary scale, job position, promotion scheme, working environment but
very worried about working hours and work pressure. Most of the employees are less
satisfied with HRM polices and practice, job analysis, IT facilities, job evaluation and
performance measurement technique. Human resources have been centrally managed by all
surveyed bank and should decentralize their HR activities in all branches and develop strong
HR polices. Authority and responsibility should be properly distributed to all HR managers.
Bank should give some significant power and role to HR director in order to empower the HR
departments.HR department in banking sector of Bangladesh is comparatively ineffective
than India, Pakistan and Sri-Lanka because of their lack of empowerment facilities. The
proper empowerment of HR department means their participation in preparing management
policies, plan and program, forecasting demand and supply of human resources and in policy
formulation and implementation. This will help to recruit and maintain skilled, nowledgeable
and well performed workforce to meet current and future organizational as well as individual
needs.

Training is an educational process that conveys relevant and useful information that inform
participants and develop skills and behaviors that can be transferred back to the workplace.
The goal of training is to create an impact that lasts beyond the end time of the training itself
and the focus is on creating specific action steps and commitments that focus people’s
attention on incorporating their new skills and ideas back at work. Generally, in organizations
training is offered as skill development means for individuals and groups. Similarly, the
concept of employee development is closely related to employee training. Training involves
an expert working with learners to transfer to them certain areas of knowledge or skills to
improve in their current jobs. It's important because of creating a pool of readily available
and adequate replacements for personnel who may leave or move up in the organization. It
enhancing the company's ability to adopt and use advances in technology because of a
sufficiently knowledgeable staff and building a more efficient, effective and highly motivated
team, which enhances the company's competitive position and improves employee morale. A
research has shown specific benefits that a small business receives from training and
developing its workers, including: Increased productivity, Reduced employee turnover,
Increased efficiency resulting in financial gains. The benefits of training and development are
improves the quantity and quality of the workforce, increases the skills and knowledge base of

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the employees, improves upon the time and money required to reach the company’s goals.
Training helps to identify the highly skilled and talented employees and the company can give
them jobs of higher responsibilities. Trained employees are highly efficient in comparison to
untrained ones. It also reduces the need to constantly supervise and overlook the employees,
improves job satisfaction and thus boosts morale and exposes executives to the latest
techniques and trends in their professional fields, as well as ensures that the company has an
adequate number of managers with knowledge and skill at any given point. Helps in the long-
term growth and survival of the company.

Company Overview
Bangladesh Development Bank Limited (BDBL) is fully state owned Bank of Bangladesh
which came to effective on 3rd January 2010. Bangladesh Shilpa Bank (BSB) and
Bangladesh shilpa Rin Songstha (BSRS) were merged into Bangladesh Development Bank
ltd (BDBL) at 16th November 2009 and come to effective on 3rd January 2010. In addition
commercial Banking, BDBL provides financial and technical assistance to broaden the
private as well as public sector industrial base of the country. It prioritizes, especially, export
oriented/export linkage industrial units, efficient import substitution, joint ventures,
commercialization of local technology and promotion of agro-based industry.

Bangladesh Shilpa Bank (BSB) and Bangladesh shilpa Rin Songstha (BSRS), with almost
similar functions, were established on 31st December, 1972 under the presidential order no.
129to provide loans and facilities to industrial institutions, help failed to meet expectations.
In 1992, the government moved to privatize BSRS, which remained unaccomplished due to
some complexities, the company’s board sat on December 8 to fix a vendor agreement
schedule with the government, the BDBL organ gram, employee pay structure and select
office space for the banks headquarter. As per merger plans, the accounts of the two
organization’s consolidated by December 2009. To emerge as the country’s prime financial
institution for supporting private sector industrial and other projects of great significance to
the countries economic development. Also be active participant in commercial banking by
introducing new lines of product and providing excellent service to the customer. Bangladesh
Development Bank Limited (BDBL) extends term loan facilities in local and foreign
currencies to industrial projects (both new and BMRE) in the private and public sectors.

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The BDBL also inherited membership of Dhaka Stock Exchange Limited (DSE) and
Chittagong Stock Exchange Limited (CSE). In order to contribute to the capital market, it
acts as stock dealer and stock broker and operates a brokerage houses, at Motijheel to provide
services to the small and medium investors. BDBL also established a fully owned subsidiary
company namely BDBL Securities Limited and transferred its one membership with DSE and
another membership with CSE. It acts stock dealer and stock broker and operate brokerage
House At 12, Karwan Bazar Dhaka to provide Investors. The BDBL is also managing a
close-end Mutual Fund with paid up capital of Tk. 5.00 crore. Bangladesh Development both
in local and foreign currencies for setting up new industries and rehabilitation of sick
industries. Besides, the bank started full-fledged commercial banking function from 1993.
Bank Limited (BDBL) as the prime development financing institution of the country extends
financial assistance.

The banks functions are not only limited to industrial financing , it is also committed to be
known as an institution that builds long term relationship and delivers  awards to its clients
for regular  payment of loans as well as responsible for its employees and communities. The
bank promotes various socio-cultural activities, like picnic, sports, etc. for gearing and
cheering up its employees, financial assistance to the bank’s employees, and financial
assistance to the severe ailing employees for proper treatment. Besides, the bank also donates
to charitable institution and government’s relief fund.

Literature Review
An organization survives if it is performing well in the environment by being profitable but if
it fails to do so the organization may not survive. And worse is the decay of both human and
physical structures (Manguennandongo, 2002). The rationale of training is not only on the
ordinary employees but as well as to their executives to develop skills required in the
diversification and competitiveness by making the organization successful. The benefits fall
entirely for the employees and for the private companies. The target of the program being
implemented in the companies, increases the competency in the market, and improves the
living condition of the employees (ADBG, 2008). Under the participation of the stakeholders,
the guidelines and implementation of training in the employees can achieve positive results.
The workforce development is focused on attracting, developing, and retaining the best of the
people from the broadest business practices to meet the objectives or goals of the companies.
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Intentionally, training and development are provided for the employees with best of the
career opportunities in different industry and encourages their individual growth and
achievement (Kruger, 2008). According to Casse and Banahan (2007), the different
approaches to training and development need to be explored. It has come to their attention by
their own preferred model and through experience with large Organizations. The current
traditional training continuously facing the challenges in the selection of the employees, in
maintaining the uncertainty related to the purpose and in introducing new tactics for the
environment of work and by recognizing this, they advising on all the problems, which
reiterates the requirement for flexible approach. Usually the managers have the choice to
select the best training and development programme for their staff but they always have to
bear in mind that to increase their chances of achieve the target they must follow the five
points highlighted by Miller and Desmarais (2007). According to Davenport (2006),
mentioned in his recent studies that it’s easy to implement strategy with the internet
supported software. "Technical training is the process of teaching employees how to more
accurately and thoroughly perform the technical components of their jobs. Training can
include technology applications, products, sales and service tactics, and more. Technical
skills are job-specific as opposed to soft skills, which are transferable.

A variety of methods could be adopted to carry out a training needs analysis. Job analysis,
interview with managers and supervisors and performance appraisal are few methods
commonly used. Despite the available variety of methods, an organization has to be cautious
when selecting training methods for its use. A careful use of training "methods can be a very
cost-effective investment. Although one of the most important stages in the training process,
evaluation and monitoring is often the most neglected or least adequately carried out part.

Training & Development Practice in BDBL

It is understood that the most important resource of any institution as well as for the bank is
its human resource. Employees of a bank play significant role in providing better customer
service with personal care which eventually builds a strong and ever lasting business
relationship with the customers. Employees of the Bangladesh Development Bank Limited
are the one of the most valuable assets for the bank and them embodying its commitment to
maximizing the wealth of the bank. Human Resource Management Department entrusted
with the task of managing its workforces in an effective and efficient manner. The
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department encompasses recruitment, assessment, overseeing, transfer, posting and ensuring
compliance with employment and service rules creating business values to strategic
management with all the policy support from the Board and the Management. According to
the BDBL Annual Report of 2019, the total human resource was 753 among these, 140 were
female employees which showing a healthy picture of woman participation in corporate
culture with 18.59%. The bank adopted comprehensive plans to employ development and
retain its human resource based on the right level of skills and talent to meet current and
future requirements. In the year 2019, the bank appointed total 39 employees where 28 Senior
Officers and 11 Cash Officers. The BDBL belief promotion is the most effective way for
reward and motivation as well as improving the employee’s skill and job satisfaction. In
2019, the bank gave promotion to 122 employees in different posts and grades where 02
employees promoted as General Manager, 14 are as Deputy General Manager and 21 are as
Assistant General Manager, which strengthen the bank’s top management. Besides that, 37
officers and staff in different grades went to Post Retirement Leave (PRL) during the period
under review.

The physical and mental well-being of the officers and staff are very important especially, the
stressful effect of the performance driven culture in the Banking Sector. Effective counseling
and proper treatment for employees plays pivotal role in this respect. The bank appointed two
doctors on part time basis at two intervals to provide the immediate treatment to the
employees’ in Head Office, zonal and branch offices. Besides, area wise part time doctors
also appointed by the bank for general treatment. BDBL provides its employee’s recreation
leave as banking job is stressful and the employees’ of this sector need refreshment that will
increase their integrity, regularity, responsibility and ability to work successfully. In the year
2019, total 178 employees of BDBL availed this recreation leave. The Board and
Management of the bank are always cordial in extending facilities relating to the needful
welfare of the employees. Some of the areas of welfare were –

 Advance facilities for house building;

 Executive car loan, motorcycle loan and computer loan facilities;
 Transport facilities;
 Financial assistance for complicated and expensive treatment;
 Scholarship and education stipend for the meritorious children of the employees;
 A lump sum grant or monthly grant to the families of late and retired employees;
and

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  Financial aid to the distressed families for purchasing cloths in religious festivals.

BDBL introduced a web based real time personnel management information system (PMIS)
which contains all the basic and necessary information of employees. All human resource
related functions would be conducted through using the database of PMIS. Knowledge and
skill development is a continuous process, which is, enrich by proper training. In order to
enhance operational skill and efficiency of the officers, the bank established a Training
Institute of its own. BDBL sent a large number of officers to participate in different training
programs, workshops and seminars arranged by BIBM and Bangladesh Bank Training
Academy including other institutions. Besides that, in house need based training courses were
also arranged with resource persons drawn from inside as well as from outside to keep the
officers abreast of the latest development in the banking and financial sector. In 2019, there
had 684 officers given training in various courses.

Definition of Training and Development

Training and development are the important part of Human Resource Management. The term
training and development focuses on improving skills and knowledge to drive the company
performance. It plays vital role to have effective performance that can improve company’s
productivity and make employee more experience. In every company, employees and staffs
need to trained and developed their skills. It is an investment, which leads a company to its
success. This investment required efforts and time. Training is the process that focuses on
improving a specific skill to a better standard by going through a course session or by
exercising. It helps an employee to know their present condition and where they want to be in
the future. As per the definition of Edwin Flippo, training is the method of improving skills
and abilities for a specific job. It is a short time process used to improve skills and abilities. It
is mainly for operational employees. It is helps employee to meet the existing necessity of
employees. On the other hand, development is the approach that used for improving the
whole organization rather than focusing on individual employees. It is a long time processes
used for executives. It helps to meet the future needs of the employees. The top-level
employees for their own growth and development take these steps. It is continuous process
for top-level employees to learn and improve their conceptual and theatrical knowledge. An
educational process helps managerial personal to grow and mature on their particular field.

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Importance of training and development

It has great impact on organization to drive the organization success. To have continuous
progress, company should train and develop their employees. Therefore, if the company does
not train their employee, they may not cope in up the challenging environment where
competition is getting tougher. Importance of the training and development are given below-

 Obtaining new skills and maintaining existing skills so that employee can adapt new
challenging environment.
 To have leadership, time and team management which will help organization to drive
company operation.
 Training and development helps to improving employee performance which
eventually improving the organizational image.
 Increasing organizational growth.
 Increase organizational productivity.

Training and development practice in the Bank

Training and development have great importance in every organization, as its function is
more complex than other functions. In the Bangladesh Development Bank, they focus on
training and development process for the enhancement of skills, knowledge and abilities of
employees. Their main focus is to increase the employee’s skills and employees growth. The
bank’s management focused more on future and educating the managerial employees rather
than focusing on individual performance improvement. It will be clearer if their objective
regarding training and development process are shown. Bangladesh Development Bank has
some objective regarding both organization and individual training and development
accomplishment. Therefore, this objective can be dividing into 2 ways.

Bank related objective:

 It will help the bank to enhance its competency in organization functions

 It helps to achieve new way of improving knowledge
 The bank management should be aware of the new policy
 Training and development helps the bank to decrease employee turnover
 It increasing organizational growth and makes it 2nd largest public bank
 It increase organizational productivity and serving quality
 It also helps to decrease the cost of the functions of the bank
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Individual related objective:

 Helps employees to get self-actualization

 Training and development help the employees to become the better performer
 Due to the training and development employees behavior have changed toward the
job
 It reduces the inheritance policy
 Provide opportunity for self-assessment

Methods used by the Bank

There are many methods to use that shows how to train employees. Bangladesh Development
Bank uses many methods where on the job training and off the job training method uses the
most. Depending on the situation and objective, bank adopted the following methods for the
employees.

On the job training

On the training is given in the organization by the senior staffs or colleagues and managers.
Employees are guided to what to do or what not to do and how to do the job. BDBL exercise
some methods while using the on the job training such as job rotation, internship,
apprenticeship. BDBL used this method where employee stays in organization and put them
in real working condition and make them productive in a shortage period of time.

Job Rotation: It is a method that requires an employee to know many other jobs in various
department in the organization. If anyone is absent in other department for a short period of
time, they can perform the job. BDBL use this method for making employee more versatile.

Internship: Short time training program arranged in the organization. Employees are given a
supervisor under whom they will learn how to perform the job more efficiently. It is non-paid
training program in BDBL.

Apprenticeship: It is also similar to the internship where employees are given a guideline by a
skilled employees or managers to apply the theoretical concept in the organization where it is
required.

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Off the job training

Off the training refers to the training that is not given in the organization but outside of the
organization which focuses more on communication to develop interpersonal skills. BDBL
provide these types of training though the BDBL Training Institute in Karwan Bazar, Dhaka.
BDBL also provides their employees’ different training course from outside the training
institute such from Bangladesh Institute of Bank Management (BIBM), Bangladesh Bank
Training Academy (BBTA) and Bangladesh Computer Council (BBC).

In-House Training: In-house training program increases the efficiency and productivity of
employees that plays a major role in making the organization more competitive. BDBL
conduct twenty four (24) in-house training through the BDBL Training Institute. The main
training activities are the in-depth foundation program and foundation course for the entry-
level officers. Other training programs are for different level officers of BDBL. Some of the
in-house training programs that are compulsory for the employees in different level of their
service –

a) Code of Conduct in BDBL along with Disciplinary & Inquiry Procedure

b) General Banking & Customer Relationship
c) Anti-Money Laundering & Combating Financing of Terrorism and CTR & STR
Reporting
d) Cash Management
e) Core Banking Solution
f) Understanding Basic Accounting & Analysis of Financial Statements
g) Project Financing Appraisal & Assessment
h) Credit Management & Recovery
i) Documentation , Stamping and Creation of Charges
j) Early Alert Process, Loan Classification & Provisioning and Reschedule of NPL
k) Banking Law and Regulations
l) Sustainable Finance & Green Banking
m) Leadership Development & Customer Relationship for Potential Managers

Some of the In-house training courses provided to the only department specific. During
employee rotation or appointing new recruit, they need to attend these courses as obligatory –

a) Human Resource Management & Leadership Excellence for Executives

b) IT Security and Fraud Prevents in Banks

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 c) Foreign Exchange & International Trade
d) ICRRS & CRG
e) Artha Rin Adalat Ain 2003 with Amendments
f) Audit & Inspection in Bank and Audit Reporting
g) Risk Management Process & Compliance Issue with Risk Management
h) ISS Reporting

There have some zonal based training among them SME financing and loan supervision &
recovery occurs regularly. BDBL also organize various seminars and worships based the
current banking scenario and requirements. Bangladesh Development Bank Limited also sent
two employees for foreign training every year.

Training outside the Training Institute: Bangladesh Development Bank Limited assigned
their employees to the various training institute such as Bangladesh Institute of Bank
Management (BIBM), Bangladesh Bank Training Academy (BBTA) and Bangladesh
Computer Council (BCC). The employees of the BDBL attend 36 regular training courses
along with six (06) outreach-training courses from BIBM. They also attend various seminars
and workshops offered by BIBM. There have 16 training courses from Bangladesh Bank
Training Academy (BBTA). It is mandatory to each department select minimum of two
employees those will enroll to their department related courses. Bangladesh Development
Bank also provide their employees in Bangladesh Computer Council (BCC) training
program. Employees of the ICT departments will attend this program where they take
training on topics like Cyber security, hardware maintenance, and e-government application
etc.

Methods used for developing Managers

As discussed above that there are the methods used in Bangladesh Development Bank among
them organization uses on the job training and in-house training for the managers.
Bangladesh Development Bank use job rotation as training technique to develop manager’s
skills. The bank use horizontal move in which employees work in a specific unit like
accounts department for three years and transfer to other department. It also depends on
whether they feel the job interesting, competitiveness, and requirements of the bank and
employees.

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 Findings and Recomandation
Everything has two sides good or bad. When we started to analysis the Training and
development of Bangladesh Bank Limited we got both good and bad side of the training and
development process of the bank. As training program is conducted for developing
employee’s abilities to perform the job but their process have some problems. While doing
the research we mostly found that they have problem in Humana Resource management
department and their management policy. The findings are given below-

 Supervisors and others managers of different have interpersonal conflict which cause
deficiency in interpersonal skills.
 Training and development process are not maintained properly and their policy to use
class room training to present video, slides which does not make a good result of
training to the employees.
 They use traditional training and development process which is getting fade today and
productivity is going down.
 Private banks are much advance in their training process and their employee
performance is better than the Bangladesh Development Bank because their training
and development process are well defined and structured.
 Bangladesh Development Bank have problems in evaluating employee performance
which they are people who have good relation with the managers as well as political
backup get good performance evaluation but others don’t get that opportunity.
 Some employee think training process is wasting their time as they have to be in
training program for long time.

Recommendations are provided to improve the lacking found in the study so that
organization can operate their training process for smoothly. The valuable recommendations
are given below.

➢ Organization should invest more to attract employees to join training program and
consider organizational goal as their own.

➢ Try to find out what types of training methods are using in private bank and make a
standard training policy.

➢ Managers and supervisor should maintain good interpersonal communication rather make
conflicts among them.

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➢ Employees should get better feedback and standard evaluation policy should be made for
the better performance of employee.

➢ Bangladesh Development Bank should follow new training and development policy rather
than using traditional one.

➢ Providing class room training is not effective so organization should provide other
methods of training such as semi circle training methods, role playing, simulation and games
playing etc.

➢ Proper investigation is needed to find out the solution of the problem that can remove the
inefficiency from the training program.

➢ They should more focus on technical training and employee should increase their
technological knowledge.

➢ Training should be given for ethical behavior.

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 Conclusion
In this competitive world to face the challenges, skilled, well trained and experienced person
is needed in every organization. For growing technology and use of technology makes the
business environment more complex. To survive every employee needs to be trained and
increase their knowledge about recent business requirements. According to (Rahman, 2014),
said providing training program for gaining knowledge of the employees is an important
factor for adapting the new changing environment of the organization. Employees are the
heart of the organization and their improvement in performance is vital. As Bangladesh
economies are getting contribution from this banking sector, this sector should have more
qualified employees increase productivity. According to the Dhaka Tribune (2018, April),
express that GDP loss 1% per year due to the inefficiency in banking sector. So this sector
needs to be nourishing with well skilled people who can increase the productivity.

Bangladesh Development Bank is the one of the largest bank which has contribution to the
economy of the country. This bank is not only serving our country but also serving foreign
countries which bring money to the country. So this bank should train their employee such a
manner that can enhance its image and its growth. According to the Banglaesh Development
Bank financial report 2019, its contribution to the economy increased 5%. So it can be said
that due to employee good performance increase the productivity.

From the above analysis it can be said that training and development process of Bangladesh
Development Bank are considered as satisfactory. They are trying to become the largest state
owned Bank. For this employees contribution is must and their training should be up to the
level. By ensuring good training program, they can achieve organizational goal and increase
profit. To develop employee skill, knowledge and attitude training plays an important role.
Bangladesh Development Bank training programs aim to increase management skill,
leadership skill and decision making skill which can lead to improve employee performance
and productivity.

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 Bibliography
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Banks”, International Journal of Management and Social Sciences Research (IJMSSR) Vol.3,
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https://www.allencomm.com/what-is-employee-training-development/

3. Ather & Shah. (2015,November). “Impact of Training on Employee Performance (Banking

Sector Karachi)”, Journal of Business and Management (IOSR-JBM) Vol.17, Issue 11 .Ver. I
PP 58-67.

4. Bangladesh Bank Limited. (n.d). Retrieved from BANGLAPEDIA:

http://en.banglapedia.org/index.php?title=BDBL

5. Fagnani, (2017, September 26). “The Importance of Training & Development in the
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importance-training-development-financial-sector.html Manna. (2012, July). “History of
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2/Page1.html

6. Functions & Objectives of HRM, (2015, January 5), Retrieved from Smart Learning Way:
http://smartlearningway.blogspot.com/2015/01/functions-objectives-of-hrm-human.html

7. Author n.d., The History of Human Resource Management (HRM), (2015, August 18),
Retrieved from Consensus HR: http://consensushr.com/the-history-of-human-resource-
management-hrm/

8. Bangladesh Development Bank Limited Annual Report 2019,

http://www.bdbl.com.bd/image/Annual%20Report/Annual%20Report-2019.pdf

9. BDBL Annual Training Calander 2020 (Included in Appendix)

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Appendix

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