Performance Appraisal of Al-Arafah Islami Bank Limited

1. 0 Introduction Every company has its knowledge pot and mission. Achieving of its vision and mission is primarily depends on the motion of the employees. If the employees atomic number 18 not dedicated to their take a craps, they pause not achieve companys mission as well as its vision. It is the duty of the Human choice division in a company to measure the operation of the employees and ground on their mental process approximation penning and considering the indigence of the organisation appoint employees with different cultivation and tuition courses so that the employees rear end develop their skills as well as contri unlesse in the knowledge of the establishment.As a result, the system substructure achieve its finis from their employees. This performance appraisal and tuition political platform has great impact on financial institution to achieve its targeted clear and competitive advantage. As a fragmentise of our BBA Program, our Human Resource instruction head for the hills Instructor Mr. Faisol Chowdhury delegate us to prepargon a report on the employee performance measurement in an organization, the formulation and culture calculator scheduleme entreated in an organization and the benefit the organization gets from these provision and knowledge courses.We give up selected our report pass alongic as, instruction execution appraisal, training and development programs and its benefits in AL-Arafah Islami shore LTD. 1. 2 Background of the Company Al-Arafah Islami camber exceptional is a schedule commercial blaspheme. With the objective of achieving success here & hereafter by prosecute the way directed by Allah and the path shown by His Rasul (SM), Al Arafah Islami beach Ltd was established under the patois Companies Act 1991 and in collectived as a public limited company under the Companies Act 1994 in Bangladesh with the primary coil objective to carry on only kinds of blasphemeing business in Bangla desh.The savings bank building is listed with Dhaka Stock Exchange Limited and Chittagong Stock Exchange Limited in 1998. For the purpose of take noteing boost innovational perplexity, advanced technology, good lucrativeness and steady growth transp arncy Al-Arafah Islami believe started its journey in 1995 with the utter principles in mind and to introduce a modern intrusting system ground on Al-Quran and Sunnah. A group of established, dedicated and pious personalities of Bangladesh argon the architects and film directors of the Bank. Among them a noted Islamic scholar, economist, writer and ex-bureau craft of Bangladesh government Mr.A. Z. M. Shamsul Alam is the founder chairman of the coin bank. His progressive leadership and invariable inspiration addd a boost for the bank in getting a foothold in the financial mart of Bangladesh. A group of 26 dedicated and noted Islamic personalities of Bangladesh atomic number 18 the member of administrator committee of the bank. MR. Badiur Rahman and MR. Ekramul Hoque be the existing chairman and the managing director of the bank. Now AIBL is cardinal of the top ranked banks in Bangladesh. Recently it has introduced its centesimal branch milest i by opening its 100th branch in Teknaf, Coxs Bazar. AIBL annual Report, 2011) Vision To be a start in Islamic Banking in Bangladesh and contribute signifi send awaytly to the growth of the interior(a) economy. Mission Achieving the satisfaction of Almighty Allah both here & hereafter. Proliferation of Shariah base Banking Practices. Fast and efficient customer operate. Quality financial services adopting the modish technology. Maintaining high banal of business ethics and competitive return on sh arholders equity. Firm commitment to the growth of national economy. Innovative banking at a competitive price. Attract and retain quality human choices. Balance growth. 1. 3 Objective of this report We pose prepared this repost based on two purp oses Primary Objective To provide detailed information about the performance appraisal mathematical process of AL-Arafah Islami Bank LTD To provide detailed information on training and development To figure out the benefits of the training and development program Secondary Objectives It is an assessment criteria for our MGT-351 (Introduction to Human Resource perplexity Course) It is a interoperable weaponation of our theoretical knowledge 1. 4 Scope of the StudyAs we accommodate an assigned topic we take for covered only that certain topics in this report. For application program that certain topics we talked to the Human Resource Division head and the training institute principal of AL-Arafah Islami Bank LTD. As a result we got nigh important information about the performance appraisal regularity of bank and their training programs which helped us to justify our theoretical concept of performance appraisal, training order and its real life benefit. As AIBL is a Sh ariah based Islamic bank we have also gathered some valuable information about Islamic banking system. 1. Methodology For fashioning any report we have to collect primary and secondary information which reflect the actual injectment of the company. We have collected both primary and secondary info for making our report. I. Primary data The data we have collected from Mr. Md. Rafiqul Islam, Deputy Managing managing director of AIBL, Mr. Mazharul Islam, Vice President & the Head of HRD, AIBL, Mr. Zahid Hasan, Assistant Vice President & steer of the AIBTRA through interview are considering as primary data. II. Secondary data The data we have collected from their AIBL website (http//www. al-arafahbank. om), yearly Report, periodicals, various books, articles etc regarding banking activities, different literary shits and official records ) are considered as secondary data. 2. 0 Literature round off 2. 1. 0 placeing judgement What is exercise Appraisal? effect Appraisal (PA) center evaluating an employees current and previous performance relation to his or her performance standards. (Dessler & Varkkey 2012, p. 318) achievement = f (A, M, O) A = top executive, M = motivation, O = fortune It is not a process that happens once a year or each six months, but one that happens every day.It should focus merely on employee performance approach. It is an element of the Performance Management system. Performance appraisal always involves 1) Setting toy 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 capableness Benefits of Performance Appraisals There are a number of potential benefits of organisational performance management conducting dinner gown performance appraisals (PAs).There has been a general consensus in the belief that PAs lead to positive implications of organizations. Furtherto a greater extent, PAs faeces benefit an organizations effectiveness. One way is PAs can lots lead to giving soulfulness proles feedback about their business enterprise performance. From this may spawn several potential benefits much(prenominal) as the individual workers becoming more carrefourive. Other potential benefits allow Facilitation of communication communication in organizations is considered an subjective function of worker motivation. It has been proposed that feedback from PAs help oneself in minimizing employees perceptions of uncertainty.Fundamentally, feedback and management-employee communication can serve as a impose for in seam performance. Enhancement of employee focus through promoting trust Behaviours, thoughts, and/or issues may distract employees from their work, and trust issues may be among these distracting factors. Such factors that assume psychological energy can lower line of reasoning performance and rush workers to lose sight of organizational goals. Properly constructed and utilized PAs have the ability to lower distracting factors and encourage trust within the organization. Goal setting and in demand(p) performance reinforcement 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 also be advantageous 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 muse performance stands with organizational expectations. At the organizational take aim, numerous studies have account positive relationships between human resource management (HRM) practices and performance improvement at both the individual and organizational take aims. Determination of training of necessity Employee training and development are cruci al components in helping an organization achieve strategic initiatives. It has been argued that for PAs to truly be effective, post-appraisal opportunities for training and development in hassle areas, as determined by the appraisal, must be offered. PAs can especially be instrumental for identifying training needs 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. Most organisations still practice some sort of appraisal methods to evaluate employee performance. A mixture of different appraisal methods is always recommended for a better and meaningful result. (Dessler & Varkkey 2012, p. 324) GRAPHIC RATING home The graphical judge scale is the simplest and most popular method for valuate performance.A graphical rating scale list attr ibutes (such as communication or squad upwork) and a range of performance values (from uncertainty to outstanding or below expectation to role model) for each trait. The supervisor range each dependent by circling or checking the score that best(p) describes the subordinates performance for each trait. pic Alternation ranking Method Ranking employees from best to worst on a particular trait, choosing highest, then lowest until all are ranked pic Paired Comparison method Paired proportion method helps to propose the ranking method more precise.For every trait (quantity of work, quality of work, and so on), you pair and compare every subordinate with every early(a)wise subordinate. Forced Distribution Method The forced distribution method is similar to grading on a curve. With this method, anyone can place preset percentages of rates into several performance categories. The proportions in each category need not to be symmetrical. Critical Incident method Keeping a record of uncommonly good or undesirable examples of an employees work related behaviour and reviewing it with the employee.Manager then examples the record to assess the employees performance when it is quantify for PA. Not helpful for comparing employees and making salary decisions. Behaviourally Anchored Rating Scales (BARS) A behaviourally anchored rating scale (BARS) is an appraisal tool that anchors a numerical rating scale with specific examples of good or poor performance. Essay exposition A written statement describes employees strengths, weaknesses, past performance and succeeding(a) development. Managers write the descriptions of the employees. So, good writing skill is the pre-requisite for this method.Management by Objectives MBO is a county enormous and formal organization-wide goal setting and appraisal programme, intentiond some eras as a primary appraisal method or a ancillary method. Electronic Performance Monitoring Electronic performance monitoring (EPM) systems use computer network technology to allow managers access to their employees computers and telephone. So managers can monitor employees rate, accuracy and date spent working outline. 2. 1. 2 Performance Appraisal Problems (Dessler & Varkkey 2012, p. 333) Unclear Standard Most of the appraisal scales are unclear.Standards and traits are interpreted differently by different hatful. Halo Effect When a supervisors rating of a subordinate on one trait biases the rating of all other traits. E. g. an unfriendly employee go away often be rated unsatisfactory for all traits rather than just for that specific trait. interchange Tendency Tendency to rate all employees the same way the in-between of the rating scale which is usually rating an average rating. Leniency or Strictness Tendency to rate all subordinates either high or low. Biasness Tendency to rate employees based on their disputes on age, race, sex, background signal and other characteristics. 2. 2. 0 Definition of trai ning and development cookery 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 to the full perform their current job. It usually involves teaching operational or technical employees how to do their jobs more effectively and efficiently. (Dessler & Varkkey 2012, p. 274) increment is the process that provides employees knowledge, skills and attitudes they leave need to perform jobs at present and jobs they aspire to in future. It is more often than not aimed at helping top level executives better understand and compute problems, receive decisions, and capitalize on opportunities. The cost and budget of development program is high than training. (Dessler & Varkkey 2012, p. 295) 2. 2. 2 educate Programs There are several training programs- (Dessler & Varkkey 2012, p. 283) On the job training It having a person strikes a job by actually doing t he tasks by him. Apprenticeship It is a process by which mickle perplex skilled workers, usually through a combination of formal learning and long-term on the job training. business instruction itemization each jobs basic tasks, along with key points, to provide step-by-step training for employees. Some cartridge holders position description (PD) can be employ as job instruction. Coaching Under an official nominate teacher employee learn the basic tactics of the job. Mentoring linking an undergo employee with less experienced employee to share experience, knowledge and skills. Helping someone to change his attitude, not his skills. Lectures/Seminar/ store Lecture is a quick and simple way of providing knowledge to grand groups of trainees. Audiovisual/Multimedia Audiovisual based training techniques like DVDs, films, PowerPoint, and audiotapes are widely apply. Vestibule Vestibule training is a method in which trainers learn on the actual or simulated equipment they wi ll use on the job, but are trained off the job(perhaps in a separate room or vestibule). Computer Based Training (CBT) With computer based training, trainers use interactive computer-based and DVD system to increase knowledge and skills. use Play Role playing is to create a true to life(predicate) situation and then have the trainees assumes the part (or roles) specific person in that situation. bring through Learning Action learning programs give managers and others released time to work analyzing and solving problems in departments other than their own. Assessment centres (in-house / off the job) centre that assesses participants performance, benchmark this against established standards, and consider remedial resources. E. g. Ernst & Young. Simulated training provides trainees with the opportunity to learn on the actual or simulated equipment while off the job in a risk free environs. E. g. driving, medical examinations, pilots. E-learning learning delivered, enabled and mediate by electronic technology. E. g. computer / internet 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 Rotation Job rotation means moving managers from department to department to broaden their understanding 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 airfield giving employees a written description of an organisational problem to key out and solve. Management games computerised management game where trainees are divided into five-spot or six person companies, each of which has to compete with the other in a simulated marketplace.Outside seminars attending se minars localised by international organisations. E. g. AHRI. University programs continuous 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 house Development centers/ integrated University In house development center typically offer a catalogue of courses and programs aimed at supporting the employers management needs.Executive Coaches Executive coaches is an out-of-door consultant 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 overcome 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 retained separately for each employee by HRD. HR executive and HRD hea d on a regular basis measure their employees performance.For measuring performance HRD of AIBL use APR ( one-year 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 laid down by the Board and such report will be called Annual Performance report(APR) and the bank may also call for special performance reports 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. operating roomal post It includes 27 traits. performanceal employees (CEO, DMD, EVP, SVP and etc. ) performance is measured based on this 27 traits. II. Micro Finance & Logistics Posts It includes 18 traits. This APR format is applicable for non-officer aim employee like filed supervisor, field assistant, Driver, Armed force, MCG(Messenger cum Guard) operating theatreal post (APR format) Annual Performance Report (APR) (AI BL employees service rule p. 74) Personal Traits of the military officer under inform (To be filled in by the reporting officer) SL. No. Traits Mark Secured Excellent Excellent Very Good 1 introduction course on Banking(Batch-I/2011) 1 45 2 Foundation course on Banking(Batch-II/2011) 1 39 3 Laws & Regulations in Bangladesh for immaterial Exchange Transaction & International Trade 1 42 4 investment funds Operation & SME 1 49 5 Audit of unusual & Exchange Trade Operation 1 29 6 druthers Course on Banking 1 45 7 Orientation Course on Banking 1 36 8 Audit of investing Operation 1 27 Development Programs that are offered by Al-Arafah Islami bank Job Rotation For developing 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 writte n description of an organizational problem disposed to employees to diagnose and solve reportshop workshops are organized by AIBL on a regular interval. Workshops organized by AIBL in 2011 (AIBRTA training & workshops 2011) S/L Subject Number Participants 1 Capacity Development in ICC & home(a) Audit 1 21 2 AML meekness Independent examen Procedure 1 27 3 UCP-600 and its Application 1 50 4 Implementation of Web Based EXP from matching Through Online administration 1 23 5 Al-Arafah Solar zip fastener Investment intent Management 1 40 6 Al-Arafah Solar Energy Investment Scheme Operation 1 29 7 Prevention of currency laundering and Fraud-Forgery in Banking 1 41 8 certificate 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 & Environment endangerment 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 defrayal 1 40 15 UCP-600 1 48 16 asset Liability Management & Profit Maximization 1 48 17 General Insurance bankers issues 1 44 18 Legal offshoot of Investment Recovery 1 38 19 Salesmanship in discourse Foreign Remittance 1 41 20 Supervisory polish up Process 1 30 21. Environment Risk Management & Investment Risk 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 Control & 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 Outreach Workshop Outreach workshops are very helpful for providing development programs outside the Dhaka city. (AIBRTA training & workshops 2011) 2011 following outreach workshops are organized by AIBL S/L Subject 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 Core Risk management 1 42 3 CAMEKS Rating & Banks health 1 35 4 eagerness for BASEL II 1 40 5 Internal Control & Compliance 1 42 6 Corporate 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 AIBT RA 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 better performance of the employees, while development involves not only the related process but also helps the employees in structure up their personalities, at the same time as, improving their progress towards the realisation 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 sentiment that their efficiency will increase.They think that these programs are very important for the facility of the employees with the necessary skills that are adoptd for particular jobs. Besides, failing to reach an pass judgment le vel of performance of the employees or declines in the productivity also require training and development programs to be administered in the organizations. Team Spirit grammatical construction 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 spirit 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 importance of training and development programs.So AIBL train their employees for building the team spirit among the employees because they know when they practice the team spirit among the employees then the production level ultimately increase. Organization temper This bank is one of the most disciplined Banks with a distinctive corporate culture. Here theybelieve in shared out meaning, shared understanding and shared sense making. Their people can see and underst and events, activities, objects and situation in a distinctive way. They mould theirmanners and etiquette, character individually to meet the purpose of the Bank and the needs of the customers who are of paramount importance to us. The people in the Bank see themselves as a tight crumble team / family that believe in working 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 decorate with modern furniture and sophisticated technical Banking equipment. With the advancement ofTechnology, offices of the Banks are now become paperless most of the banking tasks are recorded and everlasting(a) 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 communications are generally held by telephone, fax, internet and cell phones. The inter ior decorations of the office feel gorgeous.Employees do their task in a safe and healthy environment Image For the image of the company they give training and development to employees because as a big company they have some reputation to other companies and if they want to make them as a strong competitor they should maintain a good image both in the whole attention and to the customer. Profitability The main agenda of any business is to make profit. For making profit they have to maintain quality products and services and to produce 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 arrange training and development.Communications The increasing diversity of todays manpower brings a wide variety of languages and customs. For being successful, it is also important to maintain communications among the employees and the other clients. So it is very important how to c ommunicate 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. moral philosophy Todays society has increasing expectations about corporate social responsibility. Also, todays diverse 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 senior employees which will move them. Training gives them knowledge which they share with others and they come out with so many a(prenominal) 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. increase Employee Motivation 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 prompting each other about the best way of doing things. Like any relationship, your employee relationships can get stale unless you consistently invest time and effort to remind them how important they are to you, how valued 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 eager 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 capability and skill. The analysis also shows the respondents have got variety of experiences which is taking banks performance upward. ? A respondent as employee of Al Arafah Islami Bank Limited seems in unripened 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 th e job training from the bank but unfortunately 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 by 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 length programs. Al Arafah Islami Bank Ltd must be arranged training program and increase length of these types of training in advance sending employee which types of training will necessary for the trainee s in future and one of the advantages s that no hindrance with regular activities. For these reasons, customer service of the bank will be increased 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 difference between standard performance and the actual performance. The bank should measure TNA in advance sending for training. Higher authority will take appropriate decisions for each employee to measure TNA and must be fair in their work. Though the trainers are very much skilful and knowledgeable 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 th e limitations of the project work taken by us ? One of the limitations of this project study is of the time limitation. Since the duration of our project study is of 4 weeks, it is somehow difficult 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 blimpish as they were hesitated to express their real opinion. ? Main limitation of this report was that the bank did not disclose all the data and main information for perspicuous reasons, which was could have been very much vital 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 leading bank in the banking sector and it has already proved its presence and contribution in the socioeconomic prospect. For the economic developme nt of a country banking sector plays a vital 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 conclude that to compete with other bank Al Arafah Islami Bank 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 lag behind with their competitors. Finally for the betterment 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 2 011 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 December 13, 2012 , from http//en. wikipedia. org/wiki/Performance_appraisal picpicpic 32 1