Bangladesh Bank has recently issued a complete guideline on foundation training for newly recruited officials of scheduled banks through BRPD-1 Circular No. 10 dated May 7, 2026. The guideline has come into effect immediately and will be applicable to all entry-level officials recruited by scheduled banks in Bangladesh. This is undoubtedly a landmark initiative for the country's banking industry.
Previously, there was no such comprehensive and structured guideline from Bangladesh Bank regarding foundation training for newly recruited bank officials. Different banks arranged training in their own ways, and in many cases the quality, duration, and contents of training varied significantly. Through this new circular, Bangladesh Bank has introduced a minimum standard that every scheduled bank must follow. As a result, newly recruited officers across the industry will receive a more organised and professional learning experience.
According to the guideline, the minimum duration of the foundation training will be 14 weeks. Among these, 8 weeks will be theoretical training and 6 weeks will be practical training. The overall objective of this training is to build skilled, knowledgeable, and professional human resources for the banking industry so that they can contribute effectively to the banking sector and the overall economy of Bangladesh.
Bangladesh Bank has clearly mentioned the major training contents in the guideline. The theoretical training will include knowledge of economics, accounting and financial analysis, basic banking concepts, information technology, legal and regulatory frameworks related to banking, and other important operational areas. Alongside technical knowledge, the guideline has also emphasised the importance of soft skills. Topics such as customer service, communication skills, office etiquette, emotional intelligence, negotiation skills, and conflict resolution have been included in the training content. This reflects that modern banking is not only about technical expertise but also about professionalism, behaviour, and customer relationship management.
Another important aspect of the guideline is the method of conducting the training. Bangladesh Bank has instructed banks not to rely only on traditional lecture-based training. Instead, the training should be multidimensional, participatory, and interactive. Real-life case studies, problem-solving activities, group discussions, role-play sessions, and assessments should be included to make the learning process more practical and lively. This approach will help trainees develop analytical ability, teamwork, decision-making skills, and confidence.
The practical training component has also been designed very carefully. Newly recruited officials will first visit different core divisions and departments at the head office level. Bangladesh Bank has already mentioned several important divisions that should be included in the exposure programme. Through these visits, trainees will understand how different departments of a bank operate and how banking functions are coordinated at the institutional level.
After that, trainees will receive branch-level practical exposure. They will learn account opening procedures, customer service delivery, cash handling, data entry, remittance processing, clearing operations, and the use of core banking software. They will also perform shadow duties to observe real operational activities closely. This hands-on exposure will help trainees connect theoretical knowledge with practical banking operations.
The guideline has also instructed banks to arrange visits to agent banking outlets or sub-branches. Through these visits, trainees will understand how financial inclusion works in Bangladesh and how banking services are reaching rural and underserved people. This is a very important addition because financial inclusion has become one of the major priorities of the banking sector.
One of the most significant additions in the practical training section is the requirement of a five-day field study focusing on SME and agriculture-based projects. Trainees will observe real business activities, identify operational and financial challenges, and prepare a report based on their findings and observations. Later, they will present their reports before the training institute or training centre. This activity will improve their analytical, communication, and presentation skills while also helping them understand the real economic activities that banks support.
Bangladesh Bank has also provided clear instructions regarding the infrastructure and environment of training institutes or training centres. The centres must have facilities for basic CBS software training, digital banking applications, and practical exercises. These facilities must comply with the bank's IT security guidelines. The guideline also encourages role-play sessions related to customer interaction, decision-making, and operational challenges so that trainees can develop practical problem-solving skills.
The circular has further emphasised the quality of trainers. Trainers must have sound knowledge of their respective subjects and should be capable of conducting interactive and participatory sessions rather than only lecture-based classes. This emphasis on trainer quality is very important because effective trainers play a crucial role in building competent banking professionals.
Bangladesh Bank has also included instructions regarding evaluation and certification. This will help maintain accountability and ensure that trainees complete the programme successfully with measurable learning outcomes.
Another noteworthy point is that Bangladesh Bank has identified this guideline as a minimum standard. Banks are free to include additional contents or extend the training according to their own requirements. Moreover, for officials who are not directly related to core banking operations, banks may structure the training duration and contents according to the nature of their roles.
Overall, this guideline can be considered a major milestone for Bangladesh's banking industry. It will create uniform learning and development opportunities for all newly recruited entry-level officials, regardless of their designation. Previously, higher entry-level positions such as Management Trainee Officer or Probationary Officer in private banks and Senior Officer in state-owned banks usually received better training opportunities compared to other entry-level positions. However, this guideline has ensured a minimum standard of training for all newly recruited officials.
Through this initiative, Bangladesh Bank is taking a timely and visionary step towards developing professional human capital in the banking sector. In the long run, this structured foundation training is expected to improve service quality, operational efficiency, professionalism, and customer satisfaction in Bangladesh's banking industry.
Md. Zakaria, First Assistant Vice President, CRM-CMSME Division, NCC Bank PLC. zak.dufbs15@gmail.com
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