Introduction:

Fast global and technological developments have made today’s business environment
highly uncertain and even chaotic. Organizations are seeking newer ways to promote
their adaptability to the complexities of the changed scenario so as to survive and
prosper. Globally, organizations are striving to realize competitive success through
strategic management of human resources. Thus, people management has never been
more important than it is today. Therefore new themes have emerged in the process,
replacing some of the old ones. The new thinking in this regard is referred to as Human
Resource which carries a more proactive and strategic connotation. HR practices is
intimately intertwined with business strategy. In many situations, it even critically
influences business strategy. The development of employee commitment through
employee involvement and empowerment is one of the key objectives of any HR
discourse. The complex business objectives in today’s business environment are
difficult to realize without developing highly committed and motivated employees
who would strive to contribute to organizational goals. That is why, human resource
issues are no more the exclusive preserve of personnel specialists; rather line and
general managers are being increasingly involved in handling key HR issues and in
evolving, shaping and managing human resource strategies and policies. These
developments have given a far greater recognition to the HR practicing in
organizational decision-making processes.

This report highlights about evaluation and assessment of Islami Bank Bangladesh
Limited Bank Human Resource Practices. Information has taken from company’s
website, internal papers and practical works. The main objective was to find out the
overall condition of Human Resources Practice in Banking Sector: A Case Study on
IBBL Bank Ltd. The establishment of Islami Bank Bangladesh Limited on March 13,
1983, is the true reflection of this inner urge of its people, which started functioning
with erect from March 30, 1983. Islami Bank Bangladesh Limited has by now earned
the unique position of a leading private commercial bank in Bangladesh.

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Islami Bank Bangladesh Limited (IBBL) is considered to be the first interest free bank
in Southeast Asia. It was incorporated on March 13, 1983 as a public company with
limited liability under the companies’ act 1913.

Human Resource Department is the crucial part of a bank. The objectives of this study
are to identify the task HRM practices of Islami Bank Bangladesh Limited.So, overall
investment performance of IBBL is increasing day by day. Because most of their
useful HR policies and the implementation of those

Origin of the report:

As Requirement of AMBA program. I have conducted this report on “Human
Resource Management practices of the Islamic Bank Bangladesh Ltd. My hoarier
supervising Md. Ibrahim Khalil assigned this topic, lecturer Management Department,
National University, Gazipur.

Objectives of the Report:

 To fulfill course requirement.
 To apply theoretical knowledge in the practical field.
 To learn the practical uses of the terms & concepts of IT integrated HRM.
 To know about Human Resource Information System of a Bank.

Data collection:
Different data and information are collected from various sources, such as primary
and secondary which is given below:

Primary sources of data:

 Personal inspection
 Questionnaire/interview to Officers and clients
 Work experience at different desk of the Bank

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Secondary Sources of Data:
 Financial report of IBBL
 Internet
 Brochure/ Books
 Bank Documents

Data analysis:
I have analyzed and shown the collected data into tables and charts. Compared and
commented based on it.

Human Resource Policy and Procedures of IBBL

Employee’s are the core resources of any organization, without them, one can not run their
organization, and human resources is conducted with the growth of development of people
toward higher level of competency, creativity and fulfillment.

It help employee’s become better more responsible person and then it tries to create a climate
in which they contribute to the limits of their improved abilities. It assumes that expanded
capabilities and opportunities for people with lead directly to improvements in operating
effectiveness.

Essentially, the human resource approach means that people better result. Bank always
determine what jobs need to be done, and how many and types of workers will be required.

Human Resource Department is responsible for the main dimension of people of the
organization.

It is responsible for:

 Hiring competent people

 Training them,
 Helping them perform at high levels and mechanisms
 Ensure that these employees maintain their productive affiliation with the
organization.

Human Resources Department of IBBL is also solely responsible for:

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  Recruitment,
 Training and Development,
 Ensuring Compensation and Benefits of staffs,
 Performance Appraisals and Rewards.

With all those core functions Human Resources Department linkage its operations meet the
organization’s objectives.

The objective of HRD of IBBL can be described as follows

 To hire the right person for the job

 To reduce employee turnover
 To motive people to perform at high effort levels.
 Not to waste time with useless interviews.
 To remove unfair labor practices.
 To maintain a high morale & better human relations inside the origination.
 To maintain organizational peace.
 To attract competent people and retain them in the organization.
 To recognize and satisfy individual needs.

Basic Principles of HRM

 Treat people with respect and dignity;
 Deal with people as complete individuals.
 Treat all employees with justice.
 Provide people with justice.
 Make people feel that they are most valuable asset for the organization.
 Rewards should be earned, not given.
 Not to underestimate the potentials of people.
 Provide people with all relevant information.
Functions of the Human Resource Department

 To control the administration of human resources of the bank

 To access and collect compatible personnel who will be perfect for the bank
 To take program and implement for developing human resources.
 To make appointment, promotion and appraising skill of officer and stuff
 To maintain relationship with government and other institution
 To access and grant retirement facilities at the time of retirement
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  To communicate with e union scrutinizing their demands
 To give loan for house building, car, motorcycle and ensure their proper Utilization
 To give medical facilities to the staff.
 To maintain and grant leaves without regular leave
 To coordinate and evaluate the branch office
 To prepare and implementation policy about human resources and related activities.
 To perform the activities assigned by the department head

Recruiting & Selection

Recruiting is the process of discovering potential candidates for actual or anticipated
organizational vacancies. It involves searching and sourcing for viable job candidates.
Recruitment is the process of finding qualified people and encouraging them to apply for
work with the firm. On the other hand, selection is the process of choosing among those who
do apply.Once an effective recruitment program has supplied enough applicants’ pool the
organization faces the task of choosing the best ones for specific jobs.

Recruitment Process in Islami Bank Bangladesh Limited (IBBL):

In the recruitment process Islami Bank Bangladesh Limited (IBBL) follows two ways to
recruit new employees. One is External Recruitment and the other is Internal Recruitment. In
my report I have tried to focus both of these ways and described activities under them.
A good design of the recruitment process is a key to the successful recruitment and staffing
process.
The HRM Function has to focus on the design of the process and to cooperate with all the
involved parties - managers, employees, agencies and web recruitment services. The
recruitment process is unique for each organization and the HRM Function has to make
adjustments in the general design of the recruitment process, which can be taken from any
source.
The recruitment process design is not an easy job, but the HR Recruiter has to be smart enough
to bring the recruitment design, which will fit the organization’s need.

 First a vacancy arises. This is due to the creation of a new job, on other occasions it
may be because an existing member of staff has been promoted or is retiring.

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  The job description is updated and an employee specification is written. The job
description lists the duties of the job whilst the employee specification gives details
of the experience, skills and abilities needed to carry out the job.
 A vacancy advertisement is written and is circulated via the recruitment channel that
the bank uses. The channels including newspapers, internet recruitment sites,
corporate web-site.
 A shortlist (According to CV) is compiled of applicants who are going to be invited
to attend for interview. This is done by the recruitment panel that compares each
application form with the requirements of the employee specification.
 Interviews are held. The panel will use the same set of questions with each
interviewee. The interview includes a selection test.
 Then references are requested for check.
 Appoint the successful candidates and arrange induction.

External Recruitment
The External Recruitment is the source of the fresh blood for the organization. As a very
critical HR Process, the external recruitment process has to be set up very carefully. The
external recruitment is a process, which is very sensitive to changes on the external market
like unemployment rate, labor-market conditions, economic factors and others and the
managers are very sensitive about that as well.

In Islami Bank Bangladesh Limited (IBBL) HR managers are mainly concern about how to
be successful with external recruitment and an obvious job market analysis.

External Recruitment Channels

Islami Bank Bangladesh Limited (IBBL) uses external recruitment channels to communicate
job vacancies to the public audience and the correct usage of the external recruitment channel
brings the right candidate for the particular job position. Generally the HRM is responsible
for monitoring the job market and react appropriately to the changes on the job market with
the proper use of the channels used to bring the expected level and number of candidates at
the affordable costs.
Islami Bank Bangladesh Limited (IBBL) generally uses the following recruitment channels-
 Corporate Web-site
 Newspaper

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  Job Web-site
 Interns (Less frequently used)
HR managers in the bank has to make critical decision based on the some criteria for above
recruitment channels which are like speed, cost, quality, available external recruitment
budget. This means managers have to decide whether there is people willing to do job or not,
what channel will cost how much to the company, what will be the quality and is there
resources to bring new people in organization.

To use the external recruitment channel HRM department has to prepare the recruitment plan
in the beginning of the year so that the bank can allocate funds per channel.
The entire HR department has to be the decision maker as this department is responsible for
the cost and quality of the delivered candidates.

Internal Recruitment
Internal recruitment refers to the filling of job vacancies from within the business -where
existing employees are selected rather than employing someone from outside.
Sources of Internal Recruitment
In Islami Bank Bangladesh Limited (IBBL), it has several sources of recruiting internally.
The following are the most commonly used methods of recruiting people in Islami Bank
Bangladesh Limited (IBBL)
 Promotions & Transfers: This is a method of filling vacancies from within through
transfers and promotions. Transfer is a lateral movement within the same grade, from
one job to another. It may lead to changes in duties and responsibilities, working
conditions, etc., but not necessarily salary.
 Job Posting: Bank uses another way of internal recruitment which is Job Posting,
another way of hiring people from within. In this method, the organization publicize
job opening on bulletin boards, staff notice board, in-house magazine.
One of the important advantages of this method is that the bank enjoys a chance to
highly qualified applicants working within the company to look for growth
opportunities within the company.
 Employee Referrals: Employee referral means using personal contacts to
locate job opportunities. In Bangladesh most of the people gets job by using
employee referrals. It is a recommendation from a current employee regarding a job
applicant.

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 Employees working in the organization are encouraged to recommend the names of
their friends, working in other organizations for a possible vacancy in the near future.
In fact, this has become a popular way of recruiting people highly competitive job
markets nowadays.

Internal Recruitment Benefits

The internal recruitment process has some benefits for the bank. Internal benefits for IBBL
are like following:
 Economical: The cost of recruiting internal candidates is minimal. No expenses are
incurred on advertising.
 Suitable: The organization can pick the right candidates having the requisite skills.
The candidates can choose a right vacancy where their talents can be fully utilized.
 Reliable: The organization has the knowledge about suitability of a candidate for a
position. The bank can identify who will be more reliable for the known position.
Because the bank believes ‘Known devils are better than unknown devils’.
 Satisfying: Internal recruitment within the bank is a policy of preferring people from
within offers regular promotion for employees. It motivates them to work hard and
earn promotions.
 Retention: Internal recruitment is a way to retain most potential employees in IBBL.

Internal Recruitment Weakness

At one side Islami Bank Bangladesh Limited (IBBL) enjoys the benefits of internal
recruitment also simultaneously it has some weakness. The main weakness for the bank are-
 Limited choice: The internal recruitment of the employees reduces the area of
choice. The reduction in the area of choice means less number of applicants. The
choice is to be made out of people working in the bank. It discourages entry for
talented people, outside the organization.
 Encourages Favoritism: Internal source encourages favoritism in this system. Most
of the time it is seen that the superiors usually select their favorites. The worst part of
this system brings sometimes huge loss for the bank as a less capable person is
appointed for the post.
 Restriction on Fresher: The defect of the internal source of recruitment is that the
young people fully equipped with the modern technical knowledge but they remain

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 excluded from entry. As a result, old people run the bank with their old ideas and
thinking.

Placement: Positions may be filled by direct recruitment or by the promotion of an

existing employee. Prior to starting in a new position, a new employee must fulfill the
terms and conditions stipulated in the appointment letter he receives notifying him of
the offer.

Promotion: Islamic banks may consider promoting an employee according to his

merit based upon the total marks obtained on his Annual Confidential Report (ACR).
The ACR keeps track of an employee's academic qualifications, professional
qualifications, training, seniority in the feeder grade, adverse service record in the
feeder grade, promotion examination (viva-voce or written test or both). In the event
two candidates have the same quality marks, seniority may be used as a determining
factor. Seniority is calculated by years of service with fractions of the year being
calculated on a pro rata basis rounding towards the nearest whole number.

Transfer: An employee may be transferred between locations or job classifications

as per the order of the competent authority. Normally an employee must be in a
position for at least three years prior to being transferred. Transfers result in new
challenges, environment and employee relationships revigorate an employees interest
in his work.

Dismissal: Islamic banks may dismiss the service of an employee at any time once he
has been given at least one month's written notice. As an alternative, an employee can
be terminated immediately if the bank chooses to make payment equal to one- month's
salary in lieu of giving such notice. In addition, the employee may not be entitled to
any form of compensation for termination of service. The duration of such notice
depends upon the nature of service, whether it is temporary, probation or confirmed.
Normally disciplinary issues or medical concerns may be given as causes for dismissal
from service.
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Training & Development:
Training is a planned effort by an organization to facilitate employee’s learning of job
related knowledge and skills for the purpose of improving performance.
Training is the process of teaching new employees the basic skills they need to perform
their job. Training is a learning experience that seeks a relatively permanent change in
individuals that will improve their ability to perform on the job.
The training function, now popularly called HR development. Employee development,
by design is more future oriented and more concentrated with education than employee
job – specific training. Training in Islamic banks may be of three types: (i)
Ideological (ii) Theoretical and (iii) Practical. Ideological training may be related with
the holy Quran and Sunnah and Shariah issues on banking. The practical training may
conducted through discussions and exercises on banking issues in a classroom setting.
In addition, some training may be administered while the employee is on the job, to
allow the employee to learn Islamic banking through practice. The theoretical training
may equip an employee with Islamic knowledge and values, which is considered to be
essential for Islamic banking. Theoretical training may provide a conceptual clarity on
the understanding of Islamic banking. However, practical training of Islamic banking
provides the skills and art necessary to perform a job. An employee should have all
types of training in order to best prepare him to perform his job requirements.

Possible Areas of Training

Since Islamic banking mainly practices general banking, investment and foreign
exchange, training should focus on these three areas of banking. Islamic banks may
consider the following areas while devising their training programs:
1. Induction / Foundation Training
2. Banking Laws and Practices
3. Foreign Exchange and Foreign Trade
4. Investment Management
5. Branch Management
6. Customer Services Development
7. Audit and Inspections in Banks

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8. Islamic Economics and Banking
9. Islamic Banking and Insurance
10. Performance Budgeting
11. Managing the Managers

Furthermore, Islamic banks need to be careful to tailor the training session to the
specific employee's needs. Training should be designed to address the needs of senior
management all the way down to the line workers in order to be most productive.
Islamic banking needs morally sound customers for its smooth operation. Islamic
value oriented customers are essential for growth in Islamic banking. Therefore, value
oriented customers training may be another main area of training for Islamic banks.
Development therefore, focuses more on the employee’s personal growth.

Compensation & Employee Benefits:

Compensation of employees (CE) is a statistical term used in national accounts,
balance of payments statistics and sometimes in corporate accounts as well. It refers
basically to the total gross (pre-tax) wages paid by employers to employees for work
done in an accounting period, such as a quarter or a year.
However, in reality, the aggregate includes more than just gross wages, at least in
national accounts and balance of payments statistics. The reason is that in these
accounts, CE is defined as “the total remuneration, in cash or in kind, payable by an
enterprise to an employee in return for work done by the latter during the accounting
period”. It represents effectively a total labor cost to an employer, paid from the gross
revenues or the capital of an enterprise.Compensation of employees is accounted for
on an accrual basis; i.e., it is measured by the value of the remuneration in cash or in
kind which an employee becomes entitled to receivefrom an employer in respect of
work done, during the relevant accounting period – whether paid in advance,
simultaneously, or in arrears of the work itself. This contrasts with other inputs to
production, which are to be valued at the point when they are actually used. For
statistical purposes, the relationship of employer to employee exists, when there is
an agreement, formal or informal, between an enterprise and a person, normally
entered into voluntarily by both parties, whereby the person works for the enterprise,

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in return for remuneration in cash or in kind. The remuneration is normally based on
either the time spent at work, or some other objective indicator of the amount of work
done.For social accounting purposes, CE is considered as a component of the value
of net output or value added (as factor income). The aim is not to measure income
actually received by workers, but the value which labour contributes to net output
along with other factors of production. The underlying idea is that the value of net
output equals the factor incomes that it generates. For this reason, some types of
remuneration received by employees are either included or excluded, because they
are regarded as either related or unrelated to production or to the value of new
output.A compensation system has to be aligned to the mission, vision, business
strategy and organizational structure of a company to design the compensation plan
in an efficient way to can achieve the goals. A general compensation plan consists of
three components: a base compensation, rewarding incentives, and indirect
compensation in form of benefits.

Provident Fund & Gratuity:

The Staff Provident Fund Scheme is a voluntary contribution scheme. The employee
will be entitled to join the scheme upon completion of the probation period. The
employee will be entitled to benefit from the scheme after completion of five years
service & payment will be made upon resignation, termination, and retirement. The
employee will also be entitled to a gratuity payment equal to one month’s basic salary
for each year of service after five years upon his/ her resignation, retirement.

Medical:
Married employees will be entitled to a medical allowance for their respective grade
for their spouse & children up to the age of 19. Single employees are entitled to half
of the medical allowance for their respective rank. In both cases medical expenses
incurred will only be reimbursed when supported by approved medical vouchers.

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Employee Loans:
The employee Loan policy has been established at preferential rates to provide
financial assistance to qualified & deserving employees of the bank. The bank’s
policy shall be reviewed periodically. Employees will be eligible for the banks
subsidized Housing Loan scheme. Car loan & sundry loan Schemes upon
satisfactorily completing the required number of years service & achievement of
performance standards. Separate policies are available for employee reference &
guidance from HR/ADMIN department. Applications for loans should be sent to
HRC through respective Head of departments. The CEO shall approve loan
applications. Once employees have done their jobs and been appraised, they expect
to be paid. Employee compensation refers to all forms of pay or rewards going to
employees and arising from their employment. It has two main components:

 Direct financial payments (wages, salaries, incentives, commissions and

bonuses), and
 Indirect payments (financial benefits like employer-paid insurance and
vacations, child care facilities).
In addition to compensation in the form of wages and salaries, HRM provides workers
with various services and programs known as employee benefits.

LEA (Leave Fare Assistance):

 LFA pay after completion of 1 year confined service.

Bonus/incentive:
Every employee gets 1+1 =2 Festival Bonus in a year, which is 100% of the basic
salary. Beside this, they also get incentive bonus that is given on the profit of the Bank,
generally they get 4-8 incentive bonus, which is Also 100% of their basic salary

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Several Types of Leave in Islami Bank Bangladesh Limited (IBBL):
 Ordinary leave (with full payment)
 Leave on half pay
 Advance leave
 Leave without pay
 Special disability leave
 Maternity leave
 Casual leave

There is a welfare trust in IBBL the compensation is determined according to the

nature of case.
IBBL has been providing treatment facilities for its personnel’s. There are two doctors
in the head office for the employees.
For example, if anybody needs open heart surgery he/she will get taka for treatment

Problems:

 Islami Bank Bangladesh Limited (IBBL) is one of a new generation bank.

Upon established of these banks total number of bank stands in our more than
50. In addition to that a huge number of financial institution working besides
commercial Banks of our country. As such their business is becoming more and
more vital weakness of because our financial market is not expanding in
comparison with the establishment of new banks.
 In another weakness of the new generations banks are branch network which
are very smaller in number through they are spreading very sharply. But this
weakness will be come-up in the span of time and the authority is very serious
to solve this weakness.
 Risk Management system is not strong. The bank has already exposed to a
variety of risks the most important of which are credit risk, market risk and
liquidity risk.

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 IT Division is not strong because bank put due importance to utilization of
technology-based service to the customers. In line with this, IT Division of the
Bank is engaged in designing various Software’s to facilitate services.
Liquidity risk is the risk that the Bank in unable to meet payments obligations
and potential payment obligation as and when these fall due without incurring
unacceptable losses. This is not out of this weakness.
 This is a threat for Islami Bank Bangladesh Limited (IBBL) because the
financial market strength of our country is not so strong. As such to recover the
lending money is a great threat. Because in our country’s business chain like
other countries is dependable each other. So, if the monetary flow faces any
obstacle it hampers the running of full chains. As a result recovery face a great
threat for commercial banks of Islami Bank Bangladesh Limited (IBBL) and
this is not out of this threat.
 Another major obstacle for banks is its classified loan. Through this picture is
not new for this particular bank it is exists to all commercial banks throughout
the world. But in our country this bad culture created by the NCBs and its
impacts comes to the PCBs also. But over viewing the bank’s performance we
found that it is still in safe side in comparison with others but in should be
careful to overcome this threat.

 It is the order of the day to deliver prompt service to the customers taking
assistance of modern facilities. We have recognized this and taken all possible
steps to introduce technology-based Banking service to the customers. It is a
greatest threat for Islami Bank Bangladesh Limited (IBBL)
 We recognize that Bank’s are not mere profit earning institutions rather they
have great responsibility towards the society in which they are operating. In
this respect, I am happy that our Bank has been able to make its presence felt
in the national level. A number of seminars have been arranged under its
auspices on the topics of economic and social aspects which provided a way of
looking at the picture from different perspectives.

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  As per guidelines and prudential guidelines of Bangladesh Bank, appropriate
measures have been taken to manage core risks in 06 major areas of Banking
operation as identified in the said guidelines namely, Credit Risk, Foreign
Exchange Risk, Asset Liability Management Risk, Prevention of Money
Laundering, Information Technology Risk. Bank has a separate cell to Core
Risk Management.
 Corporate Governance establishes specific responsibility to ensure
accountability and fairness in functions of the company and also to comply with
the requirements of regulatory agencies; care has been taken to improve
Corporate Governance. As part of this the bank should now follow the
corporate governance principles.

Findings:

After analyzing my report I have found several findings. In these findings I have
figured out some problems in bank’s recruitment and selection process.

 After doing the report it is seen that employee referral of internal recruitment
is practiced significantly. Although this system often brings less capable
employees.
 In the bank the recruitment budget is done only once in a year.
 The whole recruitment and selection process is not computerized. The bank
does not use any kind of HRIS software for HR activities.
 Often it is seen that after following the effective recruitment and selection
process, less reliable people are being hired for the lack of documenting the
data found during reference check.
 Islami Bank Bangladesh Limited (IBBL) emphasizes more in advertising when
it goes for external recruitment.
 The bank does not have separate employees only for recruitment purpose.
General HR personnel are involved in this process.
 The orientation & basic Training programs for the Fresh employees only cover
the Banking operation, it does not emphasize on the employee motivation,
improve their skills and other ability
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  IBBL does not use any recruitment agency for recruitment purpose.
 In the selection process of IBBL they take several tests. Some other tests might
also be taken to measure the applicant’s efficiency.
 As it is stated before, IBBL does not use any specific software for HR activities
yet now. I think it becomes a problem for HR personnel when they have to
screen all the resumes or application in the selection process.
 In Orientation & basic training programs IBBL provides knowledge on only
basic Banking operation. They have not any more training on improving their
communication skills, manner etc.

Recommendation:
IBBL is one the leading banking institute in Bangladesh. To recommend IBBL is quite
difficult thing for me as an internee. The HR function is adding more and more value
to modern organizations. I have found some points to be noticed to Recruitment and
selection section for betterment of this bank.
1. Employee referral is one of the most common scenarios in Bangladesh. Most
of the people gets job by this system. So when recruiting External source should
be given equal importance with internal source. By which new brain will be
inducted in the company with skill, talent, efficiency etc.
2. IBBL does recruitment budget at the beginning of the year only once in a year.
It should be done periodically when bank needs to hire new employees.
3. The bank’s recruitment and selection process is not computerized. The bank
should use HR software to this recruitment and selection process to make it
smoother.
4. Sometimes after following the proper recruitment and selection process
reliable employees are not hired. So before employing the bank should check
the employee’s past employment histories for leaving the job.
5. For purpose of recruitment there are no separate HR employees. The bank
should assign employees who will do only recruitment and selection of HR
function.

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 6. IBBL spends a lot after advertising when recruiting externally. The bank should
promote employees and can design training program to make them more
capable. This can lower the budget for external recruitment.
7. IBBL never uses any recruitment agency for external recruitment. Sometimes
it is beneficiary for the bank if they use recruitment agency as the agency helps
to find appropriate candidates.
8. To measure efficiency the bank can initiate some other test. Like available
applicants should be in a room for a while and there will be a panel to monitor
how they act with each other. Through this their mentality to co-operate can be
reflected.
9. Again IBBL should establish HR software to make the selection process
smother. HRIS software can make easy the task of screening available resumes
or applications which are sent via web.

Conclusion:

Human Resource Department is the most confidential department for any organization
as well as Human Resource Division in IBBL. Here as a reporter I am allowed to get
limited information for my study.
I was not allowed to get the information which is too much confidential for the Bank.
So in my report all the information that I give that I am allowed to take the information.
I have tried my best to make this report a worthy one.
Despite IBBL follows modern recruitment policy. There are avenues where some
improvement can be done. The points I already discussed before in the
recommendation part of my report which may be considered by the bank.

The study “Human Resource Practices in Islami Bank Bangladesh Limited

(IBBL)” under HRD revealed that people are most valuable resources for the progress
of the organization. For the development of these valuable resources there are many
factors involved.
A recruitment and selection procedure plays an important role. Beside this to increase
the productivity of an organization effective, dynamic recruitment and selection

Page- 18
procedure is essential and the proper orientation & training procedure is also required
that will help the organization to reach the ultimate goal.
Reference:

1. Annual Report of IBBL(IBBL)

2. www.ibbl.com
3. www.google.com
4. Annual Report -2018

5. Web site – Bangladesh Bank, Bank.

6. Griffins (2003), Management, 7th edition

7. http://dspace.daffodilvarsity.edu.bd:8080/bitstream/handle/123456789/1135/
AV4440%20Finel%20Bodey.pdf?sequence=1
8. Accessed at: http://www.islamibankbd.com/abtIBBL/abtIBBLCorpInfo.php
9. Accessed at: http://www.islamibankbd.com/abtIBBL/abtIBBLAtaGlance.php
10. Accessed at: http://kalyan-city.blogspot.com/2011/06/what-is-investment-
meaning-and-types-of.html
11. .http://docs.google.com/viewerng/viewer?url=http://www.assignmentpoint.co
m/wp-content/uploads/2014/01/Report-on-Investment-Policy-of-Islami-Bank-
Bangladesh-Limited.doc&hl=en_US
12. Accessed at: http://www.investopedia.com/terms/i/islamicbanking.asp
13. http://www.islamibankbd.com/abtIBBL/cislamic_banking_some_conceptual_
issues.php
14. Accessed at: http://www.islamibankbd.com/abtIBBL/abtIBBLAtaGlance.php

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