Term Paper ON AN EVALUATION OF FOREIGN EXCHANGE PERFORMANCES OF EXIM BANK LTD SUBMITTED TO Mr. Mohammed Jamal Uddin Associate Professor & Mr. Mohammed Mohiuddin Associate Professor Department of Finance & Banking University of Chittagong SUBMITTED BY S.M. FARHAD BBA (Hon’s) Session: 2005-2006 Class Roll No-52O6‚ Exam Roll No-2006/41 Department of Finance & Banking University of Chittagong. Date of Submission: 30‚ SEPTEMBER 2011 Letter of Submission
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Shibli Shahriar Assistant Professor Intern Supervisor‚ Dept. of Business & Economic Daffodil International University. Subject: Prayer for acceptance of internship report. Dear Sir‚ Here is the report titled “A Study on Remittance Section; Rupali Bank” that you advised me to prepare as partial requirement of the course of BBA. I have exerted my best effort in preparing this report. So‚ I request you to accept the report and give me a proper suggestion to work in the battle field of life. Sincerely
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Role of commercial banks in development. INTRODUCTION A commercial bank is something with which every one of us is well known. However different bankers and economists have defined it in a different way: According to Kent: “An organization whose principal operations are concerned with the accumulation of the temporarily idle money of the general public for the purpose of advancing to others for expenditure.” According to Banking Companies Ordinance 1962: “Banking
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TITLE: The training and development audit evolves: Is your training and development budget wasted? The Authors: peter Admason ‚and Jim caple INTRODUCTION: This article evaluates the study of conducting an audit of training and development of different medium and large size of organization. Presents a three level of model that is event/program level‚ functional level and organizational level.This model is comprehensive and according to the standard of training and development against conventional
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MODULE 5 Models in Curriculum Development INTRODUCTION Curriculum development is concerned with the drawing up of plans for teaching and learning activities in classroom situations that will bring about positive changes in the lives of the learners. It is based on the school’s mission and goals and identifies ways of translating these into a coherent and coordinated program of meaningful experiences and conditions eliciting responses that will lead to the transformation of the learners
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Chapter 1 Introduction System Development Life Cycle (SDLC) methodologies are mechanisms to assure that software systems meet established requirements (DOJ‚ 2000). These methodologies impose various degrees of discipline to the software development process with the goal of making the process more efficient and predictable. For the purpose of discussion in this paper‚ SDLC methodologies are divided into two groups (traditional and lightweight). The following introductory sections
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resources (HR) and their training and development structure that can work well and blend together. The stress on human resource training and development (HR T&D) to provide strategic and cost efficient training services for employees has never been higher.Employee performance expectation keeps rising while the economic recession has caused training budget to shrink causing the Human Resource Training and Development unit to do more with less. Training and Development helps in optimizing the
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operations of the Bank. An Islami Bank is a financial institute whose status‚ rules and procedures expressly state its commitment to the principles of Islamic Shari’ah. * The main objectives of the bank are: a) To conduct interest-free banking‚ b) To establish participatory banking instead of banking on debtor-creditor relationship‚ c) To invest through different modes permitted under Islamic Shari’ah‚ and d) To accept deposits on profit-loss sharing basis. The mission of the bank is to establish
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the Human Resource Management function is training and development for the effective utilization of human resources. Training is the act of expanding the knowledge and skill of an individual for doing a particular job. In the present situation training is increasingly seen as a method for not just encouraging the development of the individual employee however as an integrated part of organizational growth. Ngirwa (2009)‚ defined training as a learning process in which employees acquire knowledge‚ skills
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managing their training and development resources in order to gain competitive advantage within the marketplace (Noe et al‚ 2005). Senior managers within organisations are now becoming increasingly aware of the importance of training and development as a strategic function and its impact on the future success of the business (Spurling and Trolley‚ 2000). It is vital for training managers to effectively acquire‚ manage and develop their internal and external resources in order for the training function
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