directors' report - Dutch-Bangla Bank Limited

themselves and for the society. The challenge is to
maintain a business like, committed corporate
culture that matches DBBL's mission. Achieving
results and taking responsibility are important
components of the culture we pursue, one in which
management and staff work together and are
mutually accountable.
DBBL provides challenging but rewarding career
where good values, fairness and hard work are
highly encouraged.
In case of DBBL, it is excellence of DBBL with good
values, fairness, potential for success, scope to
develop a broad interesting career etc. which
attract people to join and work with DBBL. DBBL
always encourages excellence in performance by
rewards and recognition.
Healthcare, safety standards and modern working
environment
● In order to ensure better healthcare of
employees there is a medical consultant in
the Bank where staff of DBBL can get
medical advice and treatments.
● In addition, a thorough medical checkup
facility is provided to each employee on a
yearly basis.
● Medical allowance @ 10% of basic salary is
paid to each employee which is tax-free.
● In order to provide highly sophisticated and
encouraging working environment, all the
DBBL offices including head office and
branches are equipped with modern
facilities with air-conditioning and generator
for power back up.
● All DBBL offices including head office and
branches are equipped with fire fighting
material and have multiple exit points for
emergency exit.
Staff welfare schemes in DBBL
A number of well thought out policies are in place
for welfare of employees in DBBL those are in
addition to competitive compensation package
available in the industry:
• DBBL Provident Fund,
• DBBL Superannuation Fund,
• DBBL Gratuity Fund,
• House Building Loan Scheme,
• Car Loan Scheme,
• Festival bonus,
• Performance bonus, and
• Study leave.
Career development and training program
DBBL attaches utmost importance to the
development of its employees through continuous
training so that DBBL executives can have
competitive advantage in the market. The training
need of individual employees including training
need for introducing new products, services and
technology is evaluated on a continuous and
systematic way. DBBL executives are encouraged to
attend high quality training at home and abroad to
develop and broaden existing knowledge and skills
and to acquire new skills and expertise.
We imparted training to 1,806 officers in 26
different courses during 2010. The training
programs were organized by our own training
institute. We also nominated 142 officers to
undergo 80 different training programs/courses
organized by different organizations like Bangladesh
Institute of Bank Management (BIBM), Bangladesh
Bank Training Academy (BBTA) and other similar
organizations. In addition, 9 executives were sent
abroad for attending overseas training and
workshop.
Moreover, to strive hard for winning the challenges
in a fiercely competitive market, the management
has been constantly pursuing the following areas
for professional and career development of
employees:
• To attract and retain best professionals in the
industry.
• Job evaluation, job enrichment, performance
target, performance evaluation, and performance
based compensation and incentives.
• Evaluating the training need of individual
employees including training need for introducing