of Transmittal 27th December, 2011 To Abdul Alim Baser Lecturer BRAC University Subject: Submission of internship report on Retail Banking Unit & Performance Evaluation of International Finance Investment & Commerce Bank Ltd. (IFIC) Dear Sir, It gives me enormous pleasure to submit the internship report on “Retail Banking Unit & Performance Evaluation of IFIC Bank Ltd”. I expect this report to be informative as well as comprehensive. While conducting the report, I have gathered lots of knowledge
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as an integrated part of the course requirement of my MBA program. I did my internship at IFIC Bank Limited, Rajshahi Branch. It will be highly appreciated if you kindly accept the report. Your positive action regarding this matter would be very much helpful for my academic career. Sincerely yours Md. Sohorab Hossain ID: 11251014 EMBA 7th Batch Department of Management Studies Rajshahi University Student’s Declaration I hereby announce that the extensive study entitled “Human
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Introduction 1.1 Background of The Study Banking sector of the world is contributed in the present global economy. To establish a strong banking sector it is required to have good study in banking operations. Today’s Economic policy is concerned to obtain the optimum economic success in a country’s economy. Banking sector and banking activities are playing a vital and important role to achieve that optimum goal of the economy. The successful running of banking business depends upon effective
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Table of CONTENTS ii LIST OF FIGURES ii eXECUTIVE SUMMARY 2 jOB ANALYSIS QUESTIONNAIRE AND RESULTS 3 dOCUMENT CONTROL SUPERVISOR JOB DESCRIPTION 8 analysis and Targeting of three job markets 13 Description of the selection process 15 Recommendations to improve the selection process 17 JOB-SKILLS TEST PROPOSAL 18 compensation profile and comparisons 18 TRAINING AND DEVELOPMENT PLAN 23 REFERENCES ….. 24 LIST OF FIGURES Figure 1.1 Sample Document Control Supervisor Advertisement………11
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Hanoi University FACULTY OF MANAGEMENT AND TOURISM Subject profile HRM 301 HUMAN RESOURCE MANAGEMENT Fall 2011 (K2008) Hanoi 08 - 2011 Subject details |Subject name |Human Resource Management
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a) Using the budget completed in P6, identify, analyse and evaluate the key costs which were left unmonitored. b) Evaluate which unmonitored cost will lead to (or may not lead) to severe problems for Gordon Brown Ltd. Justify your answer and make three recommendations on how to overcome the problems Inadequate planning: As in most businesses, Gordon Browns budget will involve planning for both short and long term needs of the business. If a business’s financial plans and budgets figures focus
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their existing employees. The result of the research is described in details in this report in the later chapters.After knowing the scenario of RobiAxiata Limited in terms of their employee satisfaction a lot of recommendation came up. The report also consist recommendations and conclusion according to my point of view, which I think would improve the environment of the organization if implemente. Introduction: Mobile phone means a device that transmits voice or data, using radio waves
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of the company. For the purposes of gathering the statistics from the customer’s information the director had an idea of automating this details and the mailing lists. By looking at the mail merge facility in the word processing package on his secretary’s machine and thought of using that system which will be a cheap and a quick job and also can gain benefits by increasing the sales. The director suggested developing this project to the management consultant. Project Cost Total Number of
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in The Netherlands (400 per sq km compared to 255 per sq km). Literacy is also very high for both, a whopping 99%. Business structure In The Netherlands, the key institution is called the “Works Council” which consists of elected members, recommendation, rights of discussion and the most important aspect, the access to information. The works council meetings are always done in private, only to be discussed immediately with the
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cause, for no cause, or even for cause morally wrong, without being thereby guilty of a legal wrong” (p. 49). This rule basically allows the employers to dismiss the employee services whenever it is necessary without a meaningful cause or apparent reason for doing so. However since 1935 when the workers fought for their right to organize and form unions, they were guaranteed by the U.S. Supreme Court, that employers could not use employment-at-will as a means of intimidating or coercing its
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