$

TT-Clean: 77.1 | TK BC-Selling: 78.1
TK OD-Sight: 76.88 TK | TC-Selling: 78.1 TK

TT-Clean: 77.1 | TK BC-Selling: 78.1
TK OD-Sight: 76.88 TK | TC-Selling: 78.1 TK

£

TT-Clean: 77.1 | TK BC-Selling: 78.1
TK OD-Sight: 76.88 TK | TC-Selling: 78.1 TK

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Rate last updated: 02/01/2014 11:15:04 AM

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is one of the policies of Dhaka Bank Limited that helps us to prepare employees possessing good morale, motivating, dynamism, ethics in line with the corporate culture of Dhaka Bank Limited (DBL). HR has also been working as a strategic partner to achieve the organizational goals & objectives. Through training and development we convert our Human Resources as Human Capital, making compatible to take a role in the multidimensional economic environment. Training and Development encompasses three main activities in Dhaka Bank Limited: Training, Learning and Development. Providing proper training, development and learning to the right employees at the right time generates big payoffs for any institute in increased productivity, knowledge, loyalty, and contribution so it does in DBL.

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All training programs were based on

the individual employee needs

Training and development is an important factor for most industries as it helps keep employee and organizational goals aligned
. Besides this, training also serves as a safeguard for the banks in turmoil situation, when the sector comes under heightened scrutiny.

Employees within the financial sector must remain compliant with specific regulation imposed by the regulatory authorities. Frequent training ensures these employees remain qualified for their jobs and always in compliance, even as the regulations changes time to time.

Effective training is an investment of human resources of an organization, with both immediate and long-range returns. In recent times, e-learning has become increasingly popular in the financial sector due to its lower cost involved in online delivery as opposed to travel required for off-site, in-person training. And the ability to reach a large learning audience at one time is beneficial to the financial sector. To address the fact, Dhaka Bank also emphasizing for e-learning opportunities for its employees.

The technology along with the method of working in banking sector is changing rapidly. Not only the machines, but approaches to various schemes, policies and banking facilities are changing with time. The new recruit and the older ones as well, need to undergo necessary training to grasp the same from time to time. The human resource division makes sure that the people working in the bank are not suffering from any such discrepancy.

The followings are the methods we follow in providing training:

  • Orientation Program
  • Foundation Training Program
  • Job Specific Training Program
  • Need based Local/Foreign Training
  • Peer or supervisors’ Coaching

In 2017 Human Resources Division arranged in-house, local and foreign training programmes. We try to ensure 30 hours of training for each employee. It covers areas like Basic Foundation Course for the freshers; specialized training courses i.e. Credit Appraisal and Management, Foreign Exchange and Foreign Trade, BASEL Implementation, Corporate Social Responsibility, Retail Banking, SME, Corporate Banking, Green Banking, Information Security etc. Beyond the local and in-house training program, Human Resources Division also arranged foreign training in India, Bahrain, Netherlands, Germany, USA, Thailand, Srilanka, UK, Italy, Malaysia, Indonesia, and Singapore.

Training Programs Participants
In House (DBTI) 118 3028
Local/Outsource 69 303
Foreign Training Program 22 46

In 2017, we moved our Training Institute at a new specious location with modern facilities. We consider training as not an expense but an investment.

We try to attract and retain those who have necessary capabilities and potential. Dhaka Bank recognizes the vital role of women as agents of development, and share the opinion that gender equality and the empowerment of women must be achieved to accelerate sustainable development. We are making progress towards a gender-balanced workforce. We are committed to a gender inclusive and equitable workplace and to developing and implementing solutions to remove any practices that hinder that goal. We aspire to have the type of culture that encourages and enables all employees to thrive regardless of gender. Changing our cultural and organizational practices to embrace diversity, inclusion and flexibility is our commitment.

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DBL HR Division does

the individual employee needs

Team Dhaka Bank represents and upholds the brand of Dhaka Bank through their customer centric services. To strengthen the team spirit, Dhaka bank Human Resources Division has set its own vision towards a splendidly managed, most productive and well equipped workforce among local Banks in Bangladesh.

WHY CHOOSE US ?
  • Excellent Working Environment
  • Fast Track Career Development
  • Market Driven Pay and Benefits
  • Continuous Learning Opportunities
  • State of the Art Technology
CAREER PROSPECT

Dhaka Bank among the very few local banks which do not follow the traditional, decentralized, geographically managed, branch based business or profit model. Instead the bank manages its business and operation vertically from the head office mainly through 5 segments:

  • Branch Banking
  • Business
  • Risk
  • Operation
  • Support
SELECTION PROCESS

Dhaka Bank recruits fresher and experienced employees on a permanent basis as per yearly manpower planning considering the attrition and expansion requirements of the bank. This year we have recruited 215 people.

Dhaka Bank has a well organized Code of Conduct and employees are not permitted to solicit or accept any inducements, which are likely to conflict with their duties. Appraisal of their individual performance is done in a rating scale against objectives and the Bank’s prescribed core values.

Dhaka Bank has a well reputation in pulling efficient professionals in the Banking arena in Bangladesh. We constantly seek innovative ways to attract talented young people to our Bank, provide opportunities for the fresh and talented graduates from different reputed Universities. Through different communication channels, Dhaka Bank arranges talent hunts to include best calibre within its workforce. It invites best talents, experts to work in an excellent environment where they can flourish their knowledge, skills and abilities.

Particulars 2017 2016 2015 2014 2013
Number of Employees 1771 1668 1524 1501 1400
Female Representation 404 364 345 345 319
Average Employee Age 36.75 36.33 37.69 37.7 37.35
Average Length of Service 7.75 7.58 7.66 7.3 8.13

The selection process of The Dhaka Bank Limited is designed to identify the right fit for a position.

PROCESS-1

Compensation & Benefit

There is always competition to attract high-performing employees in the banking industry, but the competition has heated up considerably in the past few years. As the competition for banking industry talent continues to intensify, it becomes increasingly important that management teams understand current trends in compensation, incentives, and human resource practices in order to develop a successful talent management strategy.

We have market driven salary package which includes Hospitalization Benefits as short term benefits and provident funds, gratuity, superannuation fund as long term benefits. Under corporate agreement with different renowned hospitals in Bangladesh and abroad, employees of Dhaka Bank also enjoy health care facilities at a discounted rate and priority services. In addition, we also offer our employees soft loans like employee house building loan and provident fund loan.

Career Opportunities
  • For Students – Internshiph
  • For Fresh Graduates – Management Trainee Program/ Trainee Officers/Trainee Cash Officers
  • Experienced Hires
Current Job Opening

No Jobs are available


DISCOVER OUR HISTORY

The nation was just halfway of its age; the passion for history and heritage and an obsession for faster pace exerted a powerful force for change in the business world. Many budding hopes grew as a choice of the new generation in the shadows of banking reformation of the nineties.

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RESEARCH & DEVELOPMENT

Winner’s comfort and complacency is of little avail for corporate voyagers. Rather, a fighting spirit for everyday competition is what befits the occasion. A well-measured approach and analysis of market and own business in the process of decision and functional engagement seems inevitable

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