With the objective of achieving success here and in hereafter by pursuing the way directed by Allah Rabbul Alameen and the path shown by the Prophet Muhammad (SM), Al-Arafah Islami Bank PLC (AIBL) was established as a Scheduled Islamic Bank on 27 September 1995. Renowned Islamic Scholars and pious businessmen of the country are the sponsors of the Bank. 100% of paid up capital is being owned by indigenous shareholders. A group of established, dedicated and pious personalities of Bangladesh are the architects and sponsor directors of the Bank. Among them a noted writer and ex-Secretary to the Government of Bangladesh Alhaj A.Z.M Shamsul Alam was the founder chairman of the Bank. Present Chairman of the Board of Directors of the Bank Alhajj Abdus Samad is a renowned industrialist & business conglomerate of the country. His progressive leadership and continuous inspiration provided a boost for the bank in getting a grip in the financial market of Bangladesh. All the former chairmen, present directors of the bank are also renowned personalities/businessmen. Wisdom of the directors, professional bankers and the intent of Almighty Allah make Al-Arafah Islami Bank PLC as one of the most modern and a leading Islamic bank in Bangladesh.
To evolve and positioning the bank as a pioneer of customer-friendly Shari’ah-based modern Islamic Bank by developing a skilled, committed, ethical and well motivated human resources through meticulous training and development initiatives.
a. To organize need-based training program to cope with changes and introduction of new concept and technology for achievement of bank’s business strategy.
b. To impart training to increase knowledge, develop skill and bring change in attitude of manpower based on training need assessment at individual, task and organizational level.
Al-Arafah Islami Bank Training and Research Institute (AIBTRI) personnel shall attain the quality of Integrity individually and collectively to promote and establish a model Institute. Integrity means the quality of being perfect and excellent in terms of one’s service to Allah and the Bank thus attaining a holistic personality with the highest spiritual, intellectual and moral values.
The core values of AIBTRI are:
a. Taqwa: Faculty members and other officials of the Institute shall be conscious of the presence of Allah and fear Him.
b. Amanah: Vicegerency of Allah, honesty, responsibility, sincerity and trustworthiness.
c. Al-Masuliyyah: Faculty members are to be accountable for their actions to the Director General of the Institute and to the Human Resources Division of the Bank.
d. Al-Adal: Justice is to place things in their rightful place. Therefore, decisions, actions and resolutions made must be for the benefit of the Institute.
Training is an accepted and effective mechanism for human resources development. It plays a vital role in developing knowledge and to acquire skills to keep pace with the changes taking place both at home and abroad. For this purpose all the staff/officials of the bank should be provided with appropriate and real-time training.
The training on policies, procedures and associated controls is a component of compliance-risk management that should get priority. The competent authority determines whether the training programs ensure that compliance policies, procedures and controls are well understood and appropriately communicated throughout the organization. While the depth and breadth of training that an employee receives depends on that employee’s role and responsibilities, the authority generally assess whether employees at all levels understand the organization’s compliance culture, general compliance-risk issues and high level compliance policies and procedures.
As, training is an integral part of human capital development program in any financial institution like Al-Arafah Islami Bank PLC, in fact it is the foundation of effective management because it makes employees more efficient and productive. That’s why in a bank, the importance of Training Institute is highly significant.
The objective of training and development practice must be specific, measurable and time targeted. The main objectives of the training is to develop the human resource as human capital as there is no alternative rather than training for upgrading knowledge of individual employee of any organization like AIBL. It is essential to improve the qualities of the trainee, formulation of the objectives for different needs and ways of achieving it. The training objective is very important because it determines the design and content of training programs. It is also imperative to increase personal efficacy through programs.
Objectives focusing on cognition (knowledge), affection (emotions) and psychomotor (skills) should be classified into six types of learning. “Knowledge” is the lowest and “Evaluation” as the highest forms of learning.
To ensure smooth professional growth and more effective organizational operations, training or the development objective should be focused and specific outcome-based practice set for trainee which will enable them to exhibit and cater their job responsibilities with more efficiency. In addition, four objectives related to individual, organizational, functional and social development practices are stated below:
The objective of the training program apart from up-gradation of the knowledge and the skills of the employees is also to improve the aggregate corporate performance and for this achievement, the training has been related to performance of various jobs in functional and managerial areas. Generally, training is imparted for the purpose of boosting operational abilities as well as for social behavior and attitudinal change. Emphasis is to be given on the programs like management, leadership and motivation along with Executive Development Program (EDP) for the Executives. On the other hand, more thrust is also given to boost operational abilities for employees at the different level.
Training is a vehicle human resource development. In essence, it is concerned with improving the skills of employees and enhancing their capacity to cope up with the ever changing demands of the work situation. Benefit of training can be traced as those that build up to individuals and those that accumulate to the Bank.
When a bank like AIBL allows to employee to attend a training program for an employee’s development, it gives them a sense of value. It is not only makes them feel important but they understand that the bank care about their performance and the capabilities. Moreover, employee feel valued as an employee and inspire that their organization is willing to invest money into their capabilities so that they can use their knowledge to help both their personal growth and the bank’s development.
Now-a-days, Training also plays a key role in the performance management process. This is the integrated process to make sure employee is working toward achievement of organizational goals. It means taking an integrated, goal-oriented approach to assigning training and rewarding employees’ performance.
The main benefits of continuous and ongoing training:
As to the benefits of individual, individuals feel that they are competent at their job and training helps to give them grater personal satisfaction from being able to exercise new skills, techniques and procedures. Besides, it improves their capacity to solve problems, to cope up with changes in the work place, to use new technology and to handle on-the-job training. In addition, material benefits could follow through improved performance.
Continuous and ongoing Training benefits the employees in the following ways:
Al-Arafah Islami Bank Training & Research Institute (AIBTRI)
Surma Tower (14th floor), 59/2, Purana Paltan, Dhaka-1000
Phone: 44850086 (DG), 44850087-9 (PABX), E-mail: email@example.com