Internship Report on Human Resource Management of Rajshahi Krishi Unnayan Bank RAKUB

Posted on 29th Oct 2024 08:39:30 AM Marketing


1.1 CONCEPT OF INTERNSHIP

The internship program is an integral part of MBA program of Rajshahi University. After completion of course work every student of MBA program has the opportunity to perform an internship program in different business sectors to get practical knowledge. This program helped me to bridge the gap among my classroom learning, theoretical knowledge with reality and practical business area. 

Internship means to achieve knowledge on a subject by doing work in the practical field. When the achieved theoretical knowledge is applied in the field of our practical working life it is called practical knowledge. The purpose of the practical knowledge is to fain real knowledge on particular subject.

When we learn this knowledge particularly in any field of job to acquire practical experience and knowledge is called practical education.

In fact practical training is that type of knowledge gathering which is collected from the source which is suitable for the practical usage and practical application.

So, practical education is a process or technique to acquire knowledge and makes a worker or personal skilled in the practical field of our life.

1.2 OBJECTIVE OF INTERNSHIP

To invent something new perfect investigation and by through/ above discussion of a known or unknown matter and to make a right decision on that matter by achieving real knowledge about that mater, is the main objective of internship.

1. To observe and analysis deferent sides of institution concerning account and to judge theoretical knowledge concerning account comparing the method of account applied by the institution.

2. To review the advancement of the institution s analyzing the ratio concerning account. 

3. To fulfill the field of knowledge by achieving practical knowledge besides theoretical knowledge.

4. The sole propose of practical training is to increase the area of knowledge.

5. To find out causes of loss. 

Some motives of internship are given below:

1. To make theoretical knowledge clear and exact.

2. To increase the value of theoretical knowledge.

3. To remove the lack of theoretical knowledge.

4. To compare the various systems (Accounting system, production system, marketing system etc.)

5. To get practical knowledge about the industries.

6. Lastly to apply practically the theoretical knowledge and to develop the intellect.

1.3 IMPORTANCE OF INTERNSHIP 

In regard of the definition and the objective of internship, we can observe its importance. Mostly its definition signifies its importance. Really is exclaimed / expected by everybody and people usually get themselves satisfied by being certain about reality.

And for this reason, internship has its great importance. We need internship to get certain knowledge about a subject and to remove the distance between theoretical knowledge which people get from reading books can only be its practical application through internship.

The necessity of internship can be presented in this way. 

1. After getting theoretical knowledge this internship helps us to advance in our practical life.

2. Though this internship, we can get practical knowledge about some administrative and productive sectors like making papers on accounts to publish that paper and other activities in management sector. 

3. Through academic knowledge we can know about difficulties of the industries. But by internship we can get the real idea about actual problems of the institution and on that account the institution can be benefited by getting necessary solutions.

4. Internship deletes the stories and failing and errors of academic knowledge makes that knowledge more valuable.

5. Internship helps us to avoid the narrowness of mind by making us active and enduring.

At last it can be paid that without internship our academic knowledge is valueless. By this internship our academic knowledge become valid, But should also remember that academic knowledge is the basic of practical education.

1.4 BACKGROUND OF THE STUDY

The report named “the activities of the bank and financial institutions -2001-2002” published be economic department, finance ministry and the government of the people’s republic of Bangladesh expressed that RAKUB is the largest northwestern region, like Rajshahi division of the country, and it is the large finance institution for providing the agriculture loan. It provides the required agro-loan for the appropriate use of the potentiality of agriculture is the north-western region and for the development of the present and for the overall development of the agricultural sector. Moreover, it provides all kinds of banking eservice besides the loan for setting up agro-based industries, trade of agricultural products, socio-economic development and loan distribution for poverty alleviation. This bank started its function on 15th March 1987. If could not succeed to produce commercial benefit through it has been playing an important role to develop the agriculture and socio-economic condition of north-western region from the very beginning. As a result, Tk. 3071 million total loss has been imposed on bank’s shoulder. In this circumstance, PARL has been formed in the presence of the chief executive of the main branch and all the officers and employees of other branches in the fiscal year 2001-2002. Its target was to root out the crisis through collection loan payment, fair loan distribution and fulfillment target through procuring the deposit. Besides, it aimed at making the bank profitable and more dynamic through various techniques. For the first time in the history of RAKUB is got membership of the famous ADFIMI during the year. This will provide RAKUB employees opportunity to interact with fellow professionals in the international level and upgrade their knowledge and develop skills. Besides this, some special training courses such as human resource development and branches management, mobile training courses, long term fund management, basic computing were importer to develop human resources during the year. 

But the success of PARL to eliminate this problem is dependent on the participations of the officers and employees of all levels. So, the dynamic research of HRDP of Human Resource Department of the Bank is very essential.

1.5 OBJECTIVES OF THE STUDY

This research has the overall objectives to acquire successful use for Human Resource Management Program of this bank. It has also the following objectives:

· To know employees resenting and selection method of RAKUB. 

· To pinpoint on working relationship among employees of this bank.

· To find out the favorable working environment into RAKUB.

· To know how the employees of RAKUB increases their professional skills. 

· To provide some suggestions and recommendation for taking future action about the development program of RAKUB.

1.6 METHODOLOGY 

Source of the Data

The related data has been collected from the two sources:

a. Primary Sources

b. Secondary Sources

a. Primary Sources

Primary data has collected from the direct personal visits, questionnaire and observation method. In questionnaire, open and close from question have been listed.

b. Secondary Sources

On the other hand the secondary data has been collected the various Publications like journals, papers and RAKUB annual and internal reports. 

Data Processing and Analysis

The collected data were tabulated processed and analyzed by using graphs and charts. 

Sample Area

RAKUB Head Office, Paba Branch and Training Institutions are the sample area. 

Data Collection Time

For questionnaire preparation           7          days

For data collection                              10        days

For data processing and analysis        5          days

Total = 22        days 

Sample Unit

Sample unit consists of –

1. Employees

2. Employers

3. Training 

Sample Size

The sample sizes are as follows:

Employees                               13

Employers                               17

Trainers                                    3

Total = 33

1.7 LIMITATION OF THE STUDY

There are some limitations of this study concerning the human resources management program of RAKUB.

Lack of Time

The bank could provide the sufficient time that was required to carry out the study.

LACK OF SUFFICIENT INFORMATION

They could not provide sufficient information as no  such work was performed previously concerning the development of the bank employees.

SELF-LIMITATION

There is self-limitation to carry out the study.

LACK OF PROPER KNOWLEDGE OF THE OFFICERS AND EMPLOYEES

The officers and the employees posses very little knowledge about their rights as well as their power. They are absolutely confirmed to the post whatever they are engaged to.

LACK OF COOPERATION

The employees did not cooperate giving right information which taking interview. So, it has not been possible to collect all the information only because of the lack of cooperation.

 

Contact us to read the full 'Internship Report' internshipreport12@gmail.com

 

CONTENTS 

Acknowledgement 

 

Chapter – One

1.1 Concept of internship 

1.2 Objective of internship

1.3 Importance of internship

1.4 Background of the study

1.5 Objectives of the study 

1.6 Methodology 

1.7 Limitation of the study

 

Chapter – Two

An overview of Rajshahi Krishi Unnayan Bank

2.1 Historical background of RAKUB 

2.2 Established of RAKUB 

2.3 Role of RAKUB  

2.4 Objectives of RAKUB 

2.5 Functions of RAKUB 

2.6 Problem of RAKUB 

2.7 Management of RAKUB 

2.8 Capital and its sources 

2.9 Employee summary 

2.10 Human resource engaged in personnel dept. of RAKUB 

 

Chapter – Three

Theoretical discuss about HRM

3.1 Definition of human resource management 

3.2 Function of human resource management 

3.3 Objectives of HRM 

3.4 The role of human resource management 

3.5 Effectiveness of HRM 

3.6 Importance of HRM

3.7 Effective factors of human resource management

3.8 Human resource development policy followed by RAKUB

3.9 Model of human resource management

 

Chapter – Four

Recruitment

4.1 Definition 

4.2 Setting objectives for recruitment activity

4.3 Definition of staffing  

4.4 Kinds of staffing 

4.5 Recruitment process for external staffing

4.6 Selection procedures for external staffing

4.7 Internal staffing 

4.8 Consideration of internal staffing 

4.9 Employee separation, workforce reduction/ retention 

4.10 Choosing recruiting communication methods 

4.11 Recruiting communication method followed by RAKUB 

 

Chapter – Five

Selection of employee

5.1 Definition 

5.2 Choosing selection techniques 

5.3 Interview structure 

5.4 Process of interview followed by RAKUB 

 

Chapter – Six

Training and development & orientation

6.1 Historical background of human resources development thorough the training

6.2 Concept of training and development 

6.3 Definition of training 

6.4 A diagnostic approach to training 

6.5 Training program 

6.6 Human resources development through the training 

6.7 Determining training and objectives 

6.8 Evaluation  

 

Chapter – Seven

Employee relation

7.1 Definition 

7.2 Setting employee relations objectives and strategies 

7.3 Employee relations decision 

7.4 Safety and health hazards 

7.5 Employee relations in RAKUB 

 

Chapter – Eight

Human resource information system

8.1 Definition 

8.2 Objectives of HRIS  

8.3 Human resource information system design process 

8.4 Basic components of an human resource information system 

 

Chapter – Nine

Compensation

9.1 Definition 

9.2 Forms of compensation 

9.3 Current practices 

9.4 Pay level & pay structure 

9.5 Employee benefits and service 

 

Chapter – Ten

Problems and recommendation

10.1 Problems 

10.2 Recommendation 

 

Appendix

1. Questionnaire

2. Bibliography

3. Reference



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