Welcome To My

Presentation
 My Presentation Topic

AN ANALYSIS OF PERFORMANCE
APPRAISAL SYSTEM OF ISLAMI BANK
BANGLADESH LIMITED ( MIRPUR
BRANCH)
Name : Md. Iqbal Hossain
ID : 2013010000074
Batch : 33rd
History & Background of Islami Bank
Bangladesh Limited
Islami Bank Bangladesh Limited is a Joint Venture Public
Limited Company engaged in commercial banking business
based on Islamic Shari'ah with 63.09% foreign shareholding
having largest branch network ( total 318 Branches) among the
private sector Banks in Bangladesh. It was established on the
13th March 1983 as the first Islamic Bank in the South East Asia.

It is listed with Dhaka Stock Exchange Ltd. and Chittagong Stock

Exchange Ltd. Authorized Capital of the Bank is Tk. 20,000.00
Million and Paid-up Capital is Tk. 16,099.90 Million having
33,686 shareholders as on 31st December 2015
Mission

To establish Islamic Banking through the introduction of a

welfare oriented banking system and also ensure equity and
justice in the field of all economic activities, achieve
balanced growth and equitable development in through
diversified investment operations particularly in the priority
sectors and less developed areas of the country.
To encourage socio-economic up liftment and financial
services to the loss-income community particularly in the
rural areas.
Vision

Our vision is to always strive to achieve superior financial performance, be

considered a leading Islamic Bank by reputation and performance.

Our goal is to establish and maintain the modern banking techniques, to ensure
soundness and development of the financial system based on Islamic principles
and to become the strong and efficient organization with highly motivated
professional, working for the benefit of people, based upon accountability,
transparency and integrity in order to ensure stability of financial systems.

We will try to encourage savings in the form of direct investment.

We will also try to encourage investment particularly in projects which are more
likely to lead to higher employment.
Main Objectives

Objective of the study acts as a bridge between the starting point and the goals of the study.
To illustrate the objectives properly, presented into two parts:

1. General objective of the report :

The general objective of the report is to complete the internship.

As per requirement of BBA program, a student need to work in a business organization for
two months to acquire practical knowledge about real business operations of a company.

2. Specific objective of the report :

To observe the Performance Appraisal system as an Islamic bank.

To recommend solutions of or solving the problems faced by IBBL in operating as an
Islamic Bank.
Methodology of the study

In the preparation of this report, data has been collected from

both primary and secondary sources.
In-depth interviews of some of the employees of the HR Division
and branchs employee of IBBL have been conducted to gather
necessary information.
Also, the Effectiveness of Performance Appraisal System of
IBBL has been consulted in preparing this report.
Moreover, text books, the internet, the annual report of IBBL etc.
have been used to collect information.
RESULTS OF DATA ANALYSIS

1. Performance Appraisal system is needed in every

organization.
Performance Appraisal system is needed in every organization

Strongly Agree
Agree
45% Moderate
55% Disagree
Strongly Disagree
RESULTS OF DATA ANALYSIS

2. Satisfied with the existing performance appraisal system

in your organization.

Satisfied with the existing performance appraisal system in your organization

Strongly Agree
Agree
45% Moderate
55%
Disagree
strongly Disagree
RESULTS OF DATA ANALYSIS

3. The performance of the organization is assessed by self,

superior or consultant.

The performance of the organization is assessed by self, superior or consultant

Strongly Agree
Agree
35%
moderate
65% Disagree
Strongly Disagree
RESULTS OF DATA ANALYSIS

4. The performance appraisal helps to win co-operation &

team work.

The performance appraisal helps to win co-operation & team work

20%
Strongly disagree
Disagree
Moderate
Agree
80% Strongly agree
RESULTS OF DATA ANALYSIS

5. The performance appraisal is helpful in reducing

grievance among the employees.

The performance appraisal is helpful in reducing grievance among the employees

Strongly disagree
45% Disagree
55% Moderate
Agree
Stongly Agree
RESULTS OF DATA ANALYSIS

6. The performance appraisal is helpful for improving

personnel skill.
The performance appraisal is helpful for improving personnel skill

strongly disagree
Disagree
Moderate
agree
Strongly agree
RESULTS OF DATA ANALYSIS

7. Training programmers are effective for individual &

organization development.

Training programme rs are e ffe ctive for individual & organization de ve lopme nt

Strongly Disagree

Disagree

Moderate

Agree

strongly Agree
RESULTS OF DATA ANALYSIS

8. The performance ratings were done periodically.

The pe rformance ratings we re done pe riodically

5%

35% Strongly Disagree

Disagree
Moderate

60% Agree
Strongly Agree
RESULTS OF DATA ANALYSIS

9. The performance appraisal system helps to identify the

strength & weakness of the employee.

The pe rformance appraisal syste m he lps to ide ntify the stre ngth & we akne ss of the e mploye e

Strongly Disagree
5%
30% Disagree

Moderate

65% Agree

Strongly Agree
RESULTS OF DATA ANALYSIS

10. The performance rating is helpful for the management

to provide employee counseling.
The pe rformance rating is he lpful for the manage me nt to provide e mployee counse ling

strongly Disagree

Disagree
40%

60% Moderate

Agree

Strongly Agree
FINDING
Its difficult to understand performance appraisal system for some of the employees.
The appraisal system facilitates growth & learning of employees and it moderately distinguishes performers and
non-performers in the organization.
Existing performance appraisal system helps the management to identify potentiality of the employees.
The performance appraisal system criteria are well communicated with all stakeholders related with performance
appraisal system.
Lack of knowledge about performance appraisal system for lower level employees
No training facilities for ground level employees.
Its difficult to understand performance appraisal system for some of the employees.
Current performance appraisal system practicing in IBBL is complex and complicated towards many employees.
Modification and clarification of different areas like monetary incentives standard of evaluation and a clear
appraising procedure is required.
Miss match between employees expectation and current performance appraisal system practicing in IBBL.
Confusing and conflicting aspect of performance appraisal system creating miscommunication among management
level to various levels of employees.
Majority of the employees are not significantly satisfying about the current performance appraisal system.
Employees perception about performance appraisal system is very positive in IBBL.
RECOMMENDATIONS
Appraising method should be unbiased and real performer should be appreciated based on his or her
performance evaluation.
Evening banking allowance may be increased.
New performance appraisal such as 360 degree should be introduced.
Training facilities should be given to all level of employees.
Evaluation result should be disclosed to all the employees.
Promotion should be based on performance rather than seniority or other.
The aims and Objectives of performance appraisal need to be well communicated from top level to
bottom level management.
An unbiased and clear appraising method should practice so that only actual performer could be
rewarded.
Monetary incentive should be improve.
A well and friendly corporate atmosphere should create among HRD and various department of the
organization so that confliction and complexity about appraising procedure could be reduced and
minimized.
THANK YOU