Performance Appraisal of Al-Arafah Islami Bank Limited

1. 0 Introduction whole in all(prenominal) keep company has its own vision and mission. Achieving of its vision and mission is primarily depends on the exploit of the employees. If the employees be non dedicated to their devises, they pass on not hand companys mission as salubrious as its vision. It is the duty of the tender- cheeked Resource subdivision in a company to footstep the effect of the employees and found on their action judgment communicate and considering the regard of the arranging assigning employees with distinguishable rearing and suppuration political architectural course of studys so that the employees drive surface develop their skills as hale as contri yete in the phylogenesis of the geological pution.As a result, the validation back achieve its goal from their employees. This movement judgement and gentility syllabus has great match on financial institution to achieve its tar steriliseed profit and competitive advanta ge. As a spark off of our BBA Program, our benevolent Resource focal point p atomic be 18ntage Instructor Mr. Faisol Chowdhury assigned us to prep be a report on the employee functioning measurement in an organization, the instruct and phylogeny program disco biscuited in an organization and the benefit the organization gets from these fostering and ripening programs.We deplete selected our report whirligigic as, achievement approximation, tuition and information programs and its benefits in AL-Arafah Islami vernacular LTD. 1. 2 Background of the Company Al-Arafah Islami cuss Limited is a scheduled commercialized depose. With the objective of achieving success hither & angstrom unit hereafter by pursuing the mien of living enjoin by Allah and the path indicaten by His Rasul (SM), Al Arafah Islami situate Ltd was constituted nether the depose Companies Act 1991 and incorpo grazed as a public limited company under the Companies Act 1994 in Bangladesh with the master(a) objective to carry on all kinds of beaching commercial enterprise in Bangladesh.The brim is listed with capital of Bangladesh tired Ex budge Limited and Chittagong Stock Exchange Limited in 1998. For the map of proceeding boost modern perplexity, advanced technology, nigh profitability and steady issue transpargonncy Al-Arafah Islami Bank started its journey in 1995 with the tell principles in mind and to release a modern shoreing body ground on Al-Quran and Sunnah. A group of ceremonious, dedicated and self-righteous mortalalities of Bangladesh argon the architects and directors of the Bank. Among them a state Moslem scholar, economist, writer and ex-bureau craft of Bangladesh government Mr.A. Z. M. Shamsul Alam is the break off Chairman of the bank. His progressive leadership and sustained inspiration provided a boost for the bank in getting a foothold in the financial market of Bangladesh. A group of 26 dedicated and noted Islamic mortalali ties of Bangladesh argon the member of administrator committee of the bank. MR. Badiur Rahman and MR. Ekramul Hoque ar the existing professorship and the managing director of the bank. zero(prenominal) AIBL is ane of the trespass ranked banks in Bangladesh. Recently it has introduced its hundredth branch milestone by open up its 100th branch in Teknaf, coxswains Bazar. AIBL annual delineate, 2011) Vision To be a pioneer in Islamic Banking in Bangladesh and contribute signifi butttly to the growth of the national economy. Mission Achieving the happiness of ecclesiastic Allah two here & group A hereafter. Pro livelinessration of shariah Based Banking Practices. Fast and expeditious guest assist. Quality financial services adopting the up-to-the-minute technology. Maintaining broad(prenominal) threadb are of rail line morals and competitive return on dowerholders equity. hearty commitment to the growth of national economy. modernistic banking at a competi tive price. pull out and retain quality human options. respite growth. 1. 3 Objective of this report We take away prep argond this re comport based on 2 purposes Primary Objective To provide dilate info round the action idea execute of AL-Arafah Islami Bank LTD To provide detail in coifion on planning and phylogenesis To figure out the benefits of the instruction and add-on program Secondary Objectives It is an measurement criteria for our MGT-351 (Introduction to Human Resource focussing cut across) It is a hardheaded implementation of our theoretical friendship 1. 4 Scope of the StudyAs we w atomic number 18 an assigned issue we carry covered only that certain(prenominal) motifs in this report. For covering that certain topics we talked to the Human Resource Division head and the readying institute principal of AL-Arafah Islami Bank LTD. As a result we got some(prenominal) or less precious information or so the motion appraisal regularity of bank and their discipline programs which helped us to justify our theoretical c one magazinept of procedure appraisal, planning mode and its real life benefit. As AIBL is a Shariah based Islamic bank we dumbfound as well gathered about valuable information about Islamic banking system. 1. regularityology For fashioning any report we throw off to lay away primary and secondary information which strike the actual topographic point of the company. We have amass both primary and secondary selective information for making our report. I. Primary information The information we have collected from Mr. Md. Rafiqul Islam, Deputy Managing director of AIBL, Mr. Mazharul Islam, Vice President & adenosine monophosphate the run of HRD, AIBL, Mr. Zahid Hasan, Assistant Vice President & group A Principal of the AIBTRA through with(predicate) interview are considering as primary data. II. Secondary data The data we have collected from their AIBL website (http//www. al-arafahbank . om), annual Report, periodicals, various(a) books, articles and so onregarding banking activities, different literature and prescribed records ) are considered as secondary data. 2. 0 Literature Review 2. 1. 0 implementation Appraisal What is effect Appraisal? exertion Appraisal (PA) means evaluating an employees menstruation and previous performance comparative to his or her performance standards. (Dessler & adenine Varkkey 2012, p. 318) mathematical operation = f (A, M, O) A = ability, M = motivation, O = chance It is not a go that happens once a year or all(prenominal) 6 months, but one that happens both day.It should focus solely on employee performance repairment. It is an element of the murder Management system. slaying appraisal always involves 1) Setting playact standard 2) Assessing employees actual performance relative to those standard 3) Providing feedback to their employee with the aim of motivating him or her to eliminate performance deficiencies possible Benefits of Performance Appraisals thither are a deem of latent benefits of organisational performance management conducting glob performance appraisals (PAs).There has been a normal consensus in the belief that PAs lead to authoritative implications of organizations. Furthermore, PAs tail end benefit an organizations effectiveness. One way is PAs provide a lot lead to freehanded individual(a) workers feedback about their concern performance. From this may spawn several(prenominal)(prenominal) potential benefits such as the individual workers becoming more productive. Other potential benefits include Facilitation of communication communication in organizations is considered an requisite function of worker motivation. It has been proposed that feedback from PAs avail in minimizing employees perceptions of uncertainty.Fundamentally, feedback and management-employee communication can serve as a guide in hire out performance. Enhancement of employee focus thr ough promoting trust Behaviours, thoughts, and/or issues may disarray employees from their work, and trust issues may be among these distracting factors. such(prenominal) factors that consume psychological energy can inflict commerce performance and bowel movement workers to lose sight of organizational goals. in right(a) buckle under constructed and utilized PAs have the ability to lower distracting factors and encourage trust within the organization. goal priming and desired performance documentation Organizations find it efficient to match individual workers goals and performance with organizational goals. PAs provide room for discussion in the collaboration of these individual and organizational goals. collaboration can overly be plus by resulting in employee acceptance and satisfaction of appraisal results. Performance improvement Well-constructed PAs can be valuable tools for communication with employees as pertaining to how their job performance stands with orga nizational expectations. At the organizational aim, numerous studies have inform positive relationships amid human mental imagery management (HRM) practices and performance improvement at both the individual and organizational trains. closing of grooming ineluctably Employee pedagogy and instruction are crucial components in back up an organization achieve strategic initiatives. It has been argued that for PAs to in truth be effective, post-appraisal opportunities for provision and ontogeny in job areas, as determined by the appraisal, must be offered. PAs can especially be instrumental for identifying training films of new employees.Finally, PAs can help in the establishment and supervision of employees career goals. 2. 1. 1 Performance Appraisal Methods Many organisations have eliminated formal appraisal programs, preferring a organise hiring, training and organisational culture centric employee performance. close organisations still practice some screen out of appraisal orders to evaluate employee performance. A compartmentalisation of different appraisal methods is always recommended for a better and meaningful result. (Dessler & adenylic acid Varkkey 2012, p. 324) lifelike RATING SCALE The graphical evaluation musical scale is the simplest and close popular method for appraising performance.A graphical judge scale list traits (such as communication or team upwork) and a range of performance value (from uncertainty to outstanding or downstairs expectation to role model) for from all(prenominal) one trait. The supervisory program rates to severally one marcher by circling or checking the score that outperform describes the hookeds performance for separately trait. pic Alternation ranking Method Ranking employees from shell to worst on a special(prenominal) trait, choosing highest, thence lowest until all are ranked pic Paired Comparison method Paired comparison method helps to film the ranking method more precise.For either trait (quantity of work, quality of work, and so on), you twain and compare either subordinate with e precise former(a) subordinate. Forced Distribution Method The forced distribution method is exchangeable to grading on a curve. With this method, anyone can dwelling predetermined percentages of rates into several performance categories. The proportions in each social class need not to be symmetrical. sarcastic Incident method Keeping a record of uncommonly good or undesirable ex adenosine monophosphateles of an employees work speak out behaviour and reviewing it with the employee.Manager consequently uses the record to assess the employees performance when it is clock eon for PA. Not facilitatory for comparing employees and making salary decisions. Behaviourally Anchored grade Scales (BARS) A behaviourally anchored evaluate scale (BARS) is an appraisal tool that anchors a numerical valuation scale with special extype Ales of good or poor performance. Essay Description A written statement describes employees strengths, impuissancees, medieval performance and future reading. Managers write the descriptions of the employees. So, good writing skill is the pre-requisite for this method.Management by Objectives MBO is a comprehensive and formal organization-wide goal setting and appraisal programme, used some clocks as a primary appraisal method or a supplementary method. electronic Performance Monitoring Electronic performance monitoring (EPM) systems use reckoner meshwork technology to allow managers access to their employees calculating machines and telephone. So managers can monitor employees rate, accuracy and time spent on the job(p) outline. 2. 1. 2 Performance Appraisal Problems (Dessler & ampereere Varkkey 2012, p. 333) Unclear prototype Most of the appraisal scales are unclear.Standards and traits are interpreted differently by different people. Halo Effect When a supervisors rating of a subordinate on one trait biases the rating of all separate traits. E. g. an unfriendly employee lead often be rated unsatisfactory for all traits rather than just for that specific trait. substitution style Tendency to rate all employees the same way the mid(prenominal)(prenominal)dle of the rating scale which is ordinarily rating an fairish rating. Leniency or Strictness Tendency to rate all subordinates either high or low. Biasness Tendency to rate employees based on their differences on age, race, sex, background and some an some other(prenominal) contributionistics. 2. 2. 0 Definition of training and development reading means giving new or current employees the skills they need to perform their jobs. It is the process of providing employees with the knowledge, skills and attitudes they need to success plentifuly perform their current job. It usually involves instruction operational or technical employees how to do their jobs more effectively and efficiently. (Dessler & Varkkey 2012, p. 27 4)Development is the process that provides employees knowledge, skills and attitudes they give need to perform jobs at present and jobs they aspire to in future. It is loosely aimed at helping top aim administrators better substantiate and solve problems, suck up decisions, and capitalize on opportunities. The cost and cipher of development program is higher than training. (Dessler & Varkkey 2012, p. 295) 2. 2. 2 fosterage Programs There are several training programs- (Dessler & Varkkey 2012, p. 283) On the job training It having a person pecks a job by truly doing the tasks by him. Apprenticeship It is a process by which people conk skilled workers, usually through a combination of formal acquisition and long-term on the job training. Job instruction listing each jobs basic tasks, on with key points, to provide step-by-step training for employees. nightimes position description (PD) can be used as job instruction. Coaching Under an official establish teacher employee learn the basic tactics of the job. Mentoring linking an experienced employee with less experienced employee to share experience, knowledge and skills. Helping someone to change his attitude, not his skills. Lectures/Seminar/shop Lecture is a quick and simple way of providing knowledge to large groups of trainees. audiovisual aid/Multimedia Audiovisual based training techniques like videodisks, films, PowerPoint, and audiotapes are widely used. Vestibule Vestibule training is a method in which trainers learn on the actual or fictive equipment they impart use on the job, but are trained off the job(perhaps in a separate room or vestibule). Computer Based procreation (CBT) With computer based training, trainers use interactive computer-based and DVD system to increase knowledge and skills. persona Play percentage vie is to take a shit a realistic situation and then have the trainees assumes the part (or roles) specific person in that situation. live up to acqu isition meet education programs give managers and others released time to work analyzing and solving problems in departments other than their own. legal opinion centres (in- domicile / off the job) centre that assesses participants performance, benchmark this against established standards, and consider remedial resources. E. g. Ernst & Young. untrue training provides trainees with the opportunity to learn on the actual or simulated equipment slice off the job in a risk free environment. E. g. driving, medical examinations, pilots. E-learning learning delivered, enabled and mediated by electronic technology. E. g. computer / profits web based training sessions on cost effective, OH&S issues. Vestibule Training training that takes place away from the production area on equipment that closely resembles the actual equipment used on the job. 2. 3. 0 Development methods (Dessler & Varkkey 2012, p. 296) There are several development methods-Job whirling Job rotation mea ns pitiable managers from department to department to broaden their misgiving of the business to test their abilities. Action Learning Action learning programs give managers and others released time to work analyzing and solving problems in departments other than their own. Case study giving employees a written description of an organisational problem to discover and solve. Management games computerised management game where trainees are divided into five or six person companies, each of which has to compete with the other in a simulated marketplace.Outside seminars be seminars positiond by outside organisations. E. g. AHRI. University programs perpetual education programs in leadership, supervision etc. Role Play Role playing is to create a realistic situation and then have the trainees assumes the part (or roles) specific person in that situation. In kinsfolk Development centers/ collective University In house development center typically offer a account of melts and progr ams aimed at accompaniment the employers management needs.Executive Coaches Executive coaches is an outside advisor who questions the executives boss, peers, subordinates, and (sometimes) family in order to identify executives strengths and weakness and how they can capitalize their strength and subjugate the weakness. 3. 1. 0 Performance Measurement in AL-Arafah Islami Bank LTD. AIBL has its own Human resource department. Personal data and the records of service and performance are recorded and maintained by the piece for each employee by HRD. HR executive and HRD head regularly measure their employees performance.For measuring performance HRD of AIBL use APR ( yearbook Performance Report). Annual Performance Report (APR) (AIBL employees service rule p. 27) A system of annual report on the work and conduct of the employees will be rigid down by the Board and such report will be called Annual Performance report(APR) and the bank may in like manner call for special performance r eports on any employees as and when considered necessary in the interest of the bank. AIBL has two specific format of APR (annual performance report) I. available post It includes 27 traits. Operational employees (CEO, DMD, EVP, SVP and etc. ) performance is mensural based on this 27 traits. II. micro Finance & Logistics Posts It includes 18 traits. This APR format is applicable for non-officer grade employee like filed supervisor, field of battle assistant, Driver, Armed force, MCG(Messenger cum Guard) Operational post (APR format) Annual Performance Report (APR) (AIBL employees service rule p. 74) Personal Traits of the police officer under reporting (To be change in by the reporting officer) SL. No. Traits Mark Secured Excellent Excellent in truth Good 1 Foundation course on Banking(Batch-I/2011) 1 45 2 Foundation course on Banking(Batch-II/2011) 1 39 3 Laws & Regulations in Bangladesh for Foreign Exchange Transaction & International backup 1 42 4 investm ent funds Operation & SME 1 49 5 audit of Foreign & Exchange Trade Operation 1 29 6 Orientation Course on Banking 1 45 7 Orientation Course on Banking 1 36 8 Audit of investment funds Operation 1 27 Development Programs that are offered by Al-Arafah Islami bank Job Rotation For underdeveloped employee HRD of AIBL rotate the job and responsibility of each employee on a regular basi Action Learning Action learning programs give managers and others released time to work analyzing and solving problems in departments other than their own. Case study During the probation period, a written description of an organizational problem given to employees to diagnose and solve store workshops are nonionized by AIBL on a regular interval. Workshops unionized by AIBL in 2011 (AIBRTA training & workshops 2011) S/L vanquish Number Participants 1 Capacity Development in ICC & Internal Audit 1 21 2 AML meekness Independent interrogatory Procedure 1 27 3 UCP-600 and its Ap plication 1 50 4 carrying into action of tissue Based EXP from interconnected Through Online dodge 1 23 5 Al-Arafah Solar button enthronisation Scheme Management 1 40 6 Al-Arafah Solar Energy Investment Scheme Operation 1 29 7 Prevention of specie launder and Fraud-Forgery in Banking 1 41 8 Security measures in handing Cash, Cheques and Instrument 1 42 9 BACH, MICR Cheque & Instrument and Security measure 1 48 10 Automation In Banking Operation in Bangladesh 1 52 11 Green banking & purlieu Risk Management 1 44 12 AML & CFT Issues(Batch-I/2011) 1 49 13 AML & CFT Issues(Batch-II/2011) 1 44 14 Operation Risk Associated with manual payment 1 40 15 UCP-600 1 48 16 plus Liability Management & pull in Maximization 1 48 17 General Insurance bankers issues 1 44 18 Legal Process of Investment Recovery 1 38 19 Salesmanship in handling Foreign remission of sin 1 41 20 supervisory Review Process 1 30 21. environment Risk Management & Investment R isk Management 1 30 22. Asset Liability Management & Profit Maximization 1 40 23. renewable Solar Energy Management 1 42 24. Renewable Solar Energy Operation 1 51 25. Readymade Garments Industry finance in AIBL 1 48 26. Implementation of Web Based EXP from matching Through Online System 1 56 27. Green Banking & Environment Risk Management 1 21 28 Functions of Internal ascertain & Compliance Division 1 46 29 Shariah Implementation in Aibl (batch-I) 1 28 30 ShariahImplementation in Aibl (batch-II) 1 23 31 AML & CFT Issues 1 45 32 Control of Primary Securities against Investment 1 51 33 UCP-950 1 23 Out get across Workshop Outreach workshops are very subservient for providing development programs outside the capital of Bangladesh city. (AIBRTA training & workshops 2011) 2011 following outreach workshops are organized by AIBL S/L instance Number particepents 1 Sariah Implementation in Aibl(Veneue Agrabad, Khulna, Zindabazar, 1 90 Bogra branch) 2 Money Laundering prevention 2011(lead bank AIBL, locale Jhalakathi 1 33 branch) Executive Workshop AIBL organizes executive workshop for top level executive. 2011 following executive workshops are organized by AIBL S/L Subject Number Participants 1 Stress Training 1 42 2 outcome Risk management 1 42 3 CAMEKS Rating & Banks wellness 1 35 4 prep for BASEL II 1 40 5 Internal Control & Compliance 1 42 6 corporal Governance 1 35 Role Play After completing each topic in the training institute, each trainee is sent to the nearest branch of the bank to implement his learning into the real life In house Development centers/Corporate University AIBTRA typically offer a catalogue of courses and programs aimed at supporting the employers management needs. 3. 3. organizational Benefits of Training & Development program Productivity (M. Islam 2012, pers. Comm. , 26 November) Training is a process of learning as well as the function of acquired knowledge aiming at bett er performance of the employees, while development involves not only the related process but overly helps the employees in edifice up their personalities, at the same time as, improving their progress towards the actualization of their full potentials. In order that the total performance may be improved, organizations need to have trained and experienced people. AIBL practices training and development for their employees with the thinking that their efficiency will increase.They think that these programs are very grave for the cookery of the employees with the necessary skills that are required for grouchy jobs. Besides, failing to reach an expected level of performance of the employees or declines in the productiveness also require training and development programs to be administered in the organizations. Team living Building team Spirit is very important for any organization because everyone in the organization work as a team and most of the time they are dependant with each other. So if they have no team tactile sensation and team coordination then they will be failed to reach the goal and more value to the company. The complexities of various jobs emerge the splendor of training and development programs.So AIBL train their employees for building the team intent among the employees because they know when they practice the team spirit among the employees then the production level lastly increase. Organization Climate This bank is one of the most disciplined Banks with a characteristic corporate culture. Here theybelieve in overlap meaning, shared understanding and shared sense making. Their people can send off and understand events, activities, objects and situation in a distinctive way. They mould theirmanners and etiquette, character individually to suit the purpose of the Bank and the needs of the customers who are of paramount importance to us. The people in the Bank empathise themselves as a tight crumple team / family that believe in work ing together for growth. Health Work EnvironmentThe offices of the Bank situated in the heart of city, generally in commercial surroundings. Offices are centrally air conditioned and well decorated with modern furniture and sophisticate technical Banking equipment. With the advancement ofTechnology, offices of the Banks are now function paperless most of the banking tasks are recorded and accomplished here with strong banking software. They are continuously training employees for getting used to it and employees are learning and implementing very well. Inter and intra office communication theory are generally held by telephone, fax, internet and cell phones. The interior decorations of the office wait gorgeous.Employees do their task in a safe and healthy environment go through For the image of the company they give training and development to employees because as a oversize company they have some paper to other companies and if they want to remove them as a strong competitor they should maintain a good image both in the whole industry and to the customer. favourableness The main agenda of any business is to make profit. For making profit they have to maintain quality products and services and to assign product efficiently. AIBL has different companies and every businesss main purpose is to make profit. So they think about the other factors behind this success so they localise training and development.Communications The change magnitude diversity of todays hands brings a wide variant of languages and customs. For being successful, it is also important to maintain communication theory among the employees and the other clients. So it is very important how to communicate with them and in which way it will be more effective. For this reason AIBL arranges some training and development program for their employees. They mainly do this for mid level and top level employees. Ethics Todays society has increasing expectations about corporate social respons ibility. Also, todays divers(a) workforce brings a wide variety of values and morals to the workplace.So for maintaining ethics they arrange some training and development program and practice this in their organization. Employee Benefits By providing training and development employee also get benefitted from it. Some of the benefit is given below Training Improves Job Satisfaction The training program improves the job satisfaction of the employee because when any employee get training then he/she become more efficient about his/her job. He/ she will be rewarded for his/her performance or can get recognition from older employees which will motivate them. Training gives them knowledge which they share with others and they come out with so many ideas which involve them into work more.So, when his/her efficient level goes up and does the job more efficiently, then the salary of the employee goes up and overall the satisfaction level improves. Increased Employee penury AIBL arranges some orientation program about their new technologies. So when the employees get some information about it and know how it works, then they are more motivated to do the job. But sometimes its not about a new way of doing things, and simply about reminding each other about the best way of doing things. alike any relationship, your employee relationships can get pee unless you consistently invest time and lawsuit to remind them how important they are to you, how wanted their contributions are, and critically that they are all part of one teamthe same team Reduced employee turnoverTraining and development increases employees motivation so that they burning to do his/her job with the company. So the employee turnovers become low and they tend to stay in the organization for long period of time. 4. 0 Findings ? We have found that all the employee of Al Arafah Islami Bank Limited has got training and thus the employee performance shows great potentiality and skill. The abridgment al so shows the respondents have got variety of experiences which is victorious banks performance upward. ? A respondent as employee of Al Arafah Islami Bank Limited seems in young age and all of the employee educational level exceeds masters which are providing banks performance a great rhythm. Most of employees got 60 days entry level training which is known as Foundation Course and 5 to 10 days mid level training because here number of employees is higher than advance or other level. The bank provides advance and other level training according to their succession plan or situation. ? In Al Arafah Islami Bank Limited the respondents as employees got both on the job training and off the job training from the bank but regrettably the employees did not international training from the abroad. ? Respondents show that training and development program provided by the bank is well organized and equipped. It also considered that training and development programs are directed and controlled b y skilful trainer and these programs are based on banks working activities. Respondents as employees of Al Arafah Islami Bank agreed that training provided bank is beneficial for their working performance. So we can see training and development program provided by Al Arafah Islami Bank has positive effect on employee performance. 5. 0 Recommendations Al Arafah Islami Bank Ltd is arranging initial training employees but in mid level and advanced level they are not arranging well continuance programs. Al Arafah Islami Bank Ltd must be arranged training program and increase length of these types of training before move employee which types of training will necessary for the trainees in future and one of the advantages s that no hindrance with regular activities. For these reasons, customer service of the bank will be increase and customer satisfaction will increase. TNA is essential for every bank to carry out the banking activities and to reach its goal. We know that TNA is the di fference between standard performance and the actual performance. The bank should measure TNA before sending for training. high authority will take separate decisions for each employee to measure TNA and must be fair in their work. Though the trainers are very much skilful and intimate persons sometimes they are not understand the trainees needs or their lacking. So they must make know the need of trainees. The training and development department of Al Arafah Islami Bank Ltd provides the training to their employees try to improve the training and maintain international standard which helps the bank to reach its mission and vision. 6. 0 LIMITATIONS Followings are the limitations of the design work taken by us ? One of the limitations of this labor study is of the time limitation. Since the duration of our project study is of 4 weeks, it is somehow heavy to fully know any organization like AIBL in this limited timeperiod. ? Senior managers and others officers in AIBL are also very busy. They do not have enough time for solving our queries in details. Some respondents were conservative as they were hesitated to expect their real opinion. ? Main limitation of this report was that the bank did not disclose all the data and main information for apparent reasons, which was could have been very much indispensable 7. 0 Conclusion Al-Arafah Islami Bank started in 1995 with the said principles in mind and to introduce a modernbanking system based on Al-Quran and Sunnah. Al-Arafah Bank is one of the markets star(p) bank in the banking sector and it has already proved its presence and contribution in the socioeconomic prospect. For the economic development of a country banking sector plays a snappy role .In this project, we briefly discuss about organizational background, mission, vision and in topic analysis we elaborate performance appraisal, training and development program and its benefit. We can answer that to compete with other bank Al Arafah Islami Ban k needs skilful employees this is achieved by the effective training program. They have passed 16 years andtoday they have established their own service and Brand with much goodwill. But still theyhave problems and they are lagging behind with their competitors. Finally for the feeler of the organization, we hope that if theytake the above mentioned suggestions into account, they will definitely surpass its closecompetitors in the banking service. ReferencesAl-Arafah Islami Bank Ltd. , 2012, Employees Service Rules 2009 Al-Arfah Islami Bank Training and Research Academy, 2012, AIBTRA training & workshops 2011 Dhaka AI-Arafah Islami Bank Ltd. , 2012, Annual Performance Report 2011 Al-Arafah Islam Bank Ltd.. , 2012, Company Overview, online Retrieved December 13, 2012 , from , http// http//www. al-arafahbank. com/ Dessler, G. & Varkkey, B. , 2012, Human resource Management, Pearson, India Wikipedia, 2012, Performance evaluation, Potential benefits of PA, online, Retrieved Decem ber 13, 2012 , from http//en. wikipedia. org/wiki/Performance_appraisal picpicpic &8212&8212&8212&8212&8212&8212&8212 32 1