Employee performance appraisal system of Islami Bank Bangladesh Limited (IBBL)

Bijit Kumar Saha Mahadee Asif Iqbal Md Abi Abdullah Tanzila tania Sora Nicky Mree Fatema-Tuz-Zuhra

10113201098 10113201543 10113201514 10113201524 10113201539 10113201547

Background of the Report

Now a days, education is not just limited to books and classrooms. In todays world, education is the tool to understand the real world and apply knowledge for the betterment of the society as well as for business. The theoretical knowledge is acquired from academic arena, which is only the half way of the subject matter. Practical knowledge has no alternative.

Background of the Report (cont..)

Internship Program brings a student closer to the real life situation and thereby helps to launch a career with some prior experience. The Banking area is a fast growing and a vital sector for the economic development of Bangladesh. That is why I did internee program at Islami Bank of Bangladesh Limited

Objectives of the report

Board Objective: The broad objective of this report is to analyze the Employee performance appraisal system A Case Study on Islami Bank of Bangladesh Limited. Specific Objectives: To gather a practical knowledge about the Employee performance appraisal system followed by Islami Bank Bangladesh Limited.
To know how they evaluate their employee

performance.

Objectives of the report (Cont.)

To observed the employees satisfaction by

evaluating employee performance. To know employees opinion about performance appraisal system. To suggest the ways and means for improvement performance appraisal system. To recommend actions that is necessary to redesign the performance appraisal of IBBL

Methodology
Research Design: This is a exploratory research. Sources of Data: Primary data Secondary data Data Collection Procedures Primary Data Collection:

1. Practical deskwork 2. Direct observation of daily activities 3. Formal face-to-face conversation with employees 4. Questionnaire

Methodology (Cont..)
Sampling plan: Population: A group of individuals or items that share one or

more characteristics from which data can be gathered and analyzed is called population. Here the population is the total employees of the organization. employee & employers of the bank. procedure is used in the survey.

Sample unit: The sample unit of the survey was both Sampling procedure: Non-probability convenience sampling Sample size: The sample size was 20 employees & 1 authority

Limitations of the Study

It is too much difficult to comment and
suggest about HRM practice based on only the annual report. Unwillingness to provide data because of confidentiality. Time consuming.

Corporate Information of IBBL

(As on 31st December,2009)
Date of Incorporation
Inauguration of 1st Branch Formal Inauguration Authorized Capital Paid up capital Deposits Investments Foreign Ex. Business

13th March, 1983

30th March, 1983

12th August, 1983

Tk. 10,000.00 million Tk. 7,413.00 million Tk. 2,65,193.00 million Tk. 2,55,178.00 million Tk. 2,77,739.00 million

Corporate Information of IBBL (Cont.)

Number of Branches SME service Centers Zones Number of Shareholder Manpower Local Shareholder Foreign Shareholder 212 20 11 52164 9588
41.77%
58.23%

Performance Evaluation: To evaluate performance of an employee Islami Bank of Bangladesh Limited arranges a performance evaluation program. Islami Bank uses Rating scale for evaluating employee performance. 4.1.1 Annual Confidential report: A system of annual reporting on the work and conduct of the employees shall be laid down by the Managing Director and such report shall be called the Annual confidential Report. The Bank may also call for special confidential reports of any employee as and when necessary.

4.1.3. Rating Scale Islami Bank of Bangladesh Limited follows the following rating scaleOutstanding (40-45 points) Superior actions and results that consistently deliver very high quality performance, far exceeding expectation. Excellent (30-39 points) High quality performance where actions & results exceed expectation. Good (20-29 points) satisfactory performance that effectively meet expectation. Average (Below 20) Actions and results that marginally meet the requirement of the job.

S/N 1

Particulars ACR

4.1.4 Calculation of 100 marks:

35

Total Marks

2 3
4

Business Performance Length of service in the grade

Academic Qualification

15 10
10

5
6 7

Institute of Bankers Examination Part- 10 = 4 Marks & Part- = 3 Marks Training 12 Management Impression 8 Total 100

4.2. Questionnaire Analysis: To collect information by survey, personally I have interviewed both employees & employers in shape of depth interview.

4.2.1. Employees
Working experience of the employees:
S L N o. 1. 2. 3. 4. Work Experience Below 2 years 2 4 years 4 6 years Above 6 years No. of Respond ents 5 10 6 9

Table 2: Which method will you prefer for appraising the performance?

Methods
1. Ranking method 2.MBO

Number of employee Percentage(%)

4 8 20% 40%

3.Paried comparison method

4.Grading system

0
3

0%
15%

5. Rating system
6.360 Degree 7.Checklist Total

4
3 0 20

20%
15% 0% 100%

20 15 10 Number of employ ee 5 P erc entage (% ) 0

3. P aired

1. R anking

Comments: In terms of methods of performance appraisal used, it is observed that the employee prefer , MBO 40%,Graiding system 15%,Rating system 20%.These findings also justify MBO method is more usable. This bank follow rating scale method for evaluating performance appraisal

4. G rading

5. R ating

6.F orced

Total

2.

 Q: Why do you prefer Management by objective for

performance evaluation? Ans: MBO is a systematic method. To focus on achievable goal, to attain the best possible result from available resources. BO includes ongoing tracking & feedback in the process to reach objective. Q: Why do you not prefer others for performance evaluation? Ans: In other methods there are possible to chance of biasness at the time appraising performance of employees. Sometime it creates injustice with employee. In other performance appraisal system except MBO, also chance of favoritism, nepotism.

 Table 4: How often do you prefer to evaluate

performance of employees in a year?

Number of Employee Percentage (%)

Biannually Annually Monthly

9 5 3

45% 25% 15%

Quarterly
Total

3
20

15%
100%

Comments: As regard of this table the bank want to evaluate performance appraisal Bi annually 45%, annually 25%, Monthly 15%, Quarterly 15%.

 4.2.2 Managerial level

Q.1 : Purpose of Performance Appraisal Ans: 1.To know about the post training performance. 2. To identify the reason behind the performance. 3. To know about the training needs of the employee. 4. To identify the performance who will be entitled for reward and incentives. 5. To identify employee promotion.
Q.2.Which method do you follow to evaluate

employee performance appraisal? Ans: Rating scale

Q.3. Why do you evaluate the performance through rating scale? Rating scale method is easy to use, understand easily, comparing easily. In this bank all of employee know & understand about this method, in this method we evaluate easily employees performance Q.4.Why you do not follow other system? Justify all other appraisal system we chose this method. Other appraisal system is not easy, time consuming, more complex. Q 5: Who conduct the performance appraisal? Immediate, supervisors, rating. Q 6: How often do you arrange evaluate performance for your employee in a year? Annually

1. 2. 3.

4.

4.3 Rating scale: The rating scale method offers a high degree of structure for appraisals. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from "poor" to "excellent" (or some similar arrangement). Advantages The greatest advantage of rating scales is that they are structured and standardized. Ratings scale allows to be easily compared and contrasted - even for entire workforces. This encourages equality in treatment for all appraisees and imposes standard measures of performance across all parts of the organization. Rating scale methods are easy to use and understand.


1.

Disadvantages
This is an assumption very difficult to prove in practice. It is possible that an employee's performance may depend on factors that have not been included in the selected traits. This includes various well-known problems of selective perception (such as the horns and halos effect) as well as problems of perceived meaning. Selective perception is the human tendency to make private and highly subjective assessments of what a person is "really like", and then seek evidence to support that view (while ignoring or downplaying evidence that might contradict it).

2.

4.4 Compare this method with other performance appraisal methods

PA method The360 degree feedback evaluation Advantages 1.More comprehensive 2.Increases the credibility of the appraisal result 3.Enhance the staffs self development 1. Cover the entire evaluation period & not only focus on the last few weeks. Disadvantages 1.Time consuming & more complex on administration 2.Risk of confidentiality

Critical Incident

1.Just write down ,Some incident Which affects the Departments Effectiveness Significantly ,may Be just an accident. 1. Depend heavily on the ratters writing ability. 2.Compare easy evaluation might be difficult since no common criteria exist 1.Less helpful in employee development

Essay method

1.Most simple & accepted approach

MBO

1. Staff will try best to achieve the organization goal. 2.It provide a measure of achievement against predetermined objective

Findings
They use rating scale method for Performance

evaluation. They use rating scale that this method is structured and standardized. They evaluate performance appraisal annually. Most of the employees prefer MBO for evaluating performance of the employee. Employees prefer MBO because it increase organizational performance by aligning goals & subordinate objectives throughout the organization Most of the employees are not happy with the present system of the appraisal method that is rating scale.

Findings (Cont.)
MBO is better than rating scale, by MBO includes ongoing tracking and feedback in the process to reach objectives. The organization is following evaluation process hardly. They provide training facility for their employees to improve their skills and efficiency. In the Bank they have limited career development program for their employees. Their performance evaluation method is not up to the standard.

Conclusion
The Islami Bank Bangladesh Limited is one of famous bank in Bangladesh. This organization is much more structured compare to any other banks operating in Bangladesh. The IBBL aims to be the first among the banking sector within the next 3 years and how it is performing, it shows that the day is not so far when it will reach to its objectives.

Employee performance appraisal of this bank ensures the reliability, completeness, effectiveness and responsiveness of The IBBL to its employees. It also ensures that all personnel in each department, divisions are complying with applicable laws and regulation. All these activities of the Employee performance System continuously help the bank to achieve its goals and objectives in time.

Recommendation
Rating scale is a back dated performance

appraisal method; they can use MBO method. MBO is better than rating scale, by MBO includes ongoing tracking and feedback in the process to reach objectives. Monitor employee performance appraisal system on regular basis. They should be arranging evaluation program Bi annually. They should give reward to employee for better performance.