Internship Report

On
“Human Resource Practice: A study on NCC Bank Limited”

Prepared For:
HR Department
NCC Bank Limited

Prepared By:

Shanjida Akter Munaz

ID: BBA 057 17491
Batch & Section: 57(D)
Major in: Human Resource Management
BBA Program
Department of Business Administration

Date of Submission: March 24, 2019

 Letter of Transmittal

Date: February 20, 2019

HR Department
NCC Bank Limited

Subject: Submission of the Internship Report.

Dear Sir,

With due respect, I would like to inform you that it is a great pleasure and privilege to present
the Internship report titled “Human Resource Practice: A Study on NCC Bank Limited”
which was assigned to me as a partial requirement for the completion of BBA program.

Throughout the study I have tried the best of my capacity to accommodate as much as
information and relevant issues as possible and tried to followed the instructions that you
have suggested. I put my best effort to make this report such as much detailed as possible. I
sincerely believe that this report would satisfy and meet the requirements and will serve the
purpose of my dissertation.

I am grateful to you for your kind guidance and cooperation at every step of my endeavor
during preparing this report. It would be a great help for if you kindly take some time to go
through the report and evaluate this. It will be a big reward for my effort if it adds value to
the research literature.

Sincerely yours,

Shanjida Akter Munaz

ID No: BBA 057 17491

Department of Business Administration
Stamford University Bangladesh

Page i
 Student’s Declaration

I, Shanjida Akter Munaz, the student of Bachelor of Business Administration, HRM-57

bearing Student ID: 057 17491, major in HRM from Stamford University Bangladesh would
like to solemnly declare here that an internship report on “Human Resource Practice: A
Study on NCC Bank Limited”, has been authentically prepared by me. While preparing this
internship report I didn’t breach any copyright internationally. I am further declaring that, I
didn’t submit this report anywhere for awarding any degree or diploma.

Shanjida Akter Munaz

Student ID: BBA 057 17491
Department of Business Administration
Stamford University Bangladesh

Page ii
 Acknowledgement

First of all I am very much grateful to almighty Allah to help me to complete my internship
program successfully.

Completion of anything requires supports from various sources. I am very fortunate to get the
sincere guidance and supervision from a number of people, Foremost; I would like to convey
my sincere gratitude to Lecturer, Faria Kabir, Assistant Professor, Department of Business
Administration, Stamford University Bangladesh for her encouragement and cooperation in
writing this report. I am also indebted to her for her constant guidance.

I am very much grateful to the official of NCCBL who extended their enthusiastic
cooperation during my internship period.

Each and every senior officer and principal officer lost their interest to give answer for my
numerous queries. Their disciplines in work inspired me a lot. Beside I would like to express
my sincere gratitude to all my course mates for their constant help and inspirations in my
internship period, Finally, I would like to convey my best regards to The Deputy Manager of
NCC Bank Ltd, Malibagh Branch, Emdadul Islam for his enormous supervision on me and
giving me enough support to work under different Senior Officers of NCC Bank Ltd.
Malibagh Branch, Dhaka.

I have given my best effort to prepare and represent the report according to the instructions of
my honorable supervisors. I hope my endeavor will be beneficial to the audience and urge for
exonerate eye for any mistake or error found in the Report.

Page iii
 Executive Summary

This report is prepared on the basis of my three months’ practical experience at NCC Bank
Limited. The Internship Program helped me a lot to learn about the realistic situation of a
financial institution. In the age of modern evolution bank plays a vital role to keep to the
economic development wheel moving. NCC Bank Limited has been operating as a leading
private commercial bank with its strong business arrangement of total number of branches of
116 (including SME/Agri Branch: 8) all over Bangladesh and providing sincere and
customized banking service to its customers in a receptive and technology based
environment. The functions of the Bank cover a multiple services and functional activities to
individuals, firms, corporate bodies and other multinational agencies. The report starts with
an organization profile of NCC Bank Ltd giving its background history, mission, vision,
products and services they offer, their corporate culture and the organizational hierarchy.
Following that the next section contains information about my internship activity, and my job
responsibility during internship period at the Bank. The next section is the largest which
comprises the project, HR Function in NCC Bank Ltd. The project encompasses introduction
to the topic, recruitment and selection process, training and development, compensation
policy, leave management, training evaluation process, performance appraisal, career
development etc. Each chapter contains detailed explanation of the HR functions with
relevant examples followed by NCC Bank HRD. The next part of the report carries out
SWOT analysis that analyzing strengths, weakness, opportunities and threats to the
organization and figure out some important factors regarding HR Function in NCC Bank Ltd.
In this report I also try to include my real life experience in branch banking and I also
acknowledged different banking functions and day-today banking activities on my way to
complete internship.

Page iv
 Letter of Transmittal i

Student’s Declaration ii

Acknowledgement iii

Executive Summary iv

Chapter-1
01 1-5
Introduction
2-3

Chapter-2
02 6-16
Background of the Organization
7

9-10

10

11

12

13-14

15

15-16
 Chapter-3
03 17-24
Recruitment & Selection Process of NCC Bank Limited
18

18

18

18-19

19

19-20

20

20-21

21-23

24

Chapter-4
04 25-30
Training and Development Process of NCC Bank Limited
26

26

26

26-27

27-28

28

29

29

29-30

30

Chapter-5
05 31-34
Compensation & Benefit System of NCC Bank Limited
32

32

32
 32-33

33

34

Chapter-6
06 35-39
Performance Appraisal System in NCC Bank Limited
36

36

36

36-37

37

37-39

Chapter-7
07 40-42
Finding & Analysis
41

42

Chapter-8
08 43-45
Recommendations and Conclusion
44

45

References 46-47

Appendixes 48-50
Chapter 1
Introduction

Page 1
1.1 Background of the Study:
Human resource management (HRM) is the strategic and coherent approach to the
management of an organization‟s most valued assets – the people working there who
individually and collectively contribute to the achievement of the objectives of the business.
The basic idea of HRM is first appear from 1980s; and defined in very simple term as
managing people in organization and now in modern society, technological changes and
production of product and services demand more than just managing people in an
organization (Newell and Scarbrough, 2002). The term „Human Resource Management‟ and
„Human Resource‟ emerged after replacing the term „Personnel Management‟ with almost
same definition of managing people in an organization; it is a deliberate and consistent
approach of managing organizational imperative asset (i.e. people) in order to operate
business smoothly and achieve objectives which functions through human resource system
including HR strategies, HR policies, HR process, HR practices and HR programs
(Armstrong, 2006). HRM systems can be drive through organizational competencies to
permit firms and industry to discover and utilize existing and upcoming opportunities (Ulrich
and Lake, 1990).

Business organizations are striving to maintain their competitive edge by effectively

managing their human capital. Mello (2011) argued that managers at different levels have
realized that critical source of competitive advantage comes from having systems and
processes for managing human talent. Several researchers have highlighted the dynamic
nature of HR functions and its importance to the success of an organization (Lengnick-Hall &
Lengnick-Hall, 1988; Schuler, 1992).

For instance, Boxall (1994) reported that HR functions have moved from being
administrative and reactive to being executive and proactive. The competitive business
environment has led to massive restructuring in business organizations.

These developments in HRM scenario have significantly changed the roles of the HR
professionals as well as the way people are managed in the organizations. Several researchers
have reported that besides HR departments, many other People/entities are involved in
management of HR.

Page 2
The domain and focus of prior studies has been on the different HRM functions of
recruitment & selection, training and development, performance appraisal, pay, reward
management, human resource development and industrial relations. Theses HRM functions
have been considered by previous researchers to study the involvement of internal and
external agents in light of individual as well as groups of HR activities.

Keeping in mind the fact that the role of agents in HRM is increasing and their involvement
in HRM has significant consequences for the management of people in organizations, a study
on the role of these agents is expected to be both timely and essential. Thus, a need was felt
to develop an understanding on the prevailing role of internal and external agents in HRM.

1.2 Rationale of the Study:

This report is a part of my academic program (BBA Program). The period of internship
program has set for three months (December 24- March 24). This program helped me a lot to
understand the working environment and behavior of the staffs.

3. Objective of the Report:

The objective of the report can be viewed in two forms:

 General objective
 Specific objective

General objective:

The general objective of this report is HRM Function in NCC Bank Limited.

Specific objective:

 To analyze recruitment and selection process of NCC Bank Limited.

 To identify the training and development process of NCC Bank Limited.
 To analyze the Compensation & Benefit system of NCC Bank Limited.
 To analyze the performance management of NCC Bank Limited.
 To make a good recommendation for the problem.

Page 3
1.4 Scope of the Report:
Two write a part it is necessary to select a topic. A well- defined topic reflects what is going
on to be discussed throughout the report. The topic that has been assigned by supervisor is
“HRM Function in NCC Bank Limited): Suggestions for the optimum utilizations of HR for
the growth of the bank”. The report has discussed about the existing HRM Function of
NCCBL and how better the bank can use their HUMAN Resource for the growth of the bank.

1.5 Methodology of the Report:

The report is based on the existing HRM Function of NCCBL. Different books, statements,
annual report and manual helped me lot to prepare the report. After collecting data from the
interview and material, the data was first carefully scrutinized. Then the data was organized
as required. In order to make the report more meaningful and presentable, two of data and
information have been widely.

The Primary sources are as follows:

 Face to face conversation with the respectiveofficers.

 Take expert opinion from the officers.
 Practical work exposers on different section of HR.
 Relevant file study as provided by the officersconcerned.
 Questionnaire

The secondary sources are as follows:

 Annual report (2006) of NCC Bank Ltd.

 Periodicals Published by BangladeshBank.
 Internet was also used as a theoretical source of information.
 Websites and Newsletters are also was major sources.
 Relevant papers andpublications.

Page 4
1.6 Limitations of the Report:
Some Limitations were faced with while constructing this term paper. Some of the limitations
are listed below:

Every organization has their own secrecy that is not exposed to others. While collecting the
data they did not disclose their internal policy that hampers the organizational confidentiality.

Accesses to more internal information which we could not get hold of and they did not even
disclose those points in front of us.

Many officers of the branch are not well informed about their HR policy.

Sometimes they unable to provide information due to busy working schedule.

Page 5
 Chapter 2
Background of the Organization

Page 6
2.1 An overview of the organization:
National Credit and Commerce Bank Limited is one of the second generation domestic
private banks in Bangladesh after the war of the independence. It is a schedule Bank under
private sector established under the ambit of Bank Company Act, 1991 and incorporated as
Public Limited Company Act 1994 on 17th May, 1993.Prior to conversion into a scheduled
commercial bank. National Credit Limited (NCL) was incorporated as public limited
investment Company in Bangladesh on 18th November 1985. It made its journey with a
modest beginning on 25th November 1985 at its registered office and first branch at 7-8,
Motijheel Commercial Area, Dhaka-1000. The initial Authorized Capital of the company was
Taka 30 (Thirty) Core consisting of 30 (Thirty) Lac ordinary Shares of Tk. 100.00 each. A
new opportunity in the field of financial activities was opened for the business. NCL made a
careful journey and maintained its successive growth for few years with its qualified
professional management under most unpredictable uncertainties and limitations.

Having started its operations as a commercial bank in 1993 recovering from some primary
difficulties, National Credit and Commerce Bank Limited has now emerged as a major player
in the financial sector. Listed in both the Dhaka and Chittagong bourses since 1999 with an
IPQ that the paid-up capital of the bank to Tk.39 core.

Banks are the pillars of the financial system. Specially, in Bangladesh the health of the
banking system is very vital because the capital market is little developed here. As the banks
are still the major sources of credit and exercise great influence on the financial system, it is
extremely important that the country's banking systems should be in good health in the
interest of investment activities meeting the needs of all kinds of finance and related matters.

Over the years, National Credit and Commerce Bank Limited has built itself as one of the
pillars of Bangladesh's financial sector and is playing a pivotal role in the extending the role
of private sector of the economy. The bank has strong branch network national wide with 51
branches.

Page 7
2. Mission & Vision of NCCBL:

Mission:
 Anticipating business solutions required by all our customers everywhere and
innovatively
 supplying them beyond expectation
 Setting industry benchmarks of world class standard in delivering customer value
through our
 comprehensive product range, customer service and all our activities
 Building an exciting team-based working environment that will attract, develop and
retain
 employees of exceptional ability who help celebrate the success of our business, of
our customers
 and of national development
 Maintaining the highest ethical standards and a community responsibility worthy of a
leading
 corporate citizen
 Continuously improving productivity and profitability, and thereby enhancing
shareholder value.

Vision:

 Delivering excellent financial service to our communities based on strong customer

relationship.

 Providing long lasting solutions for our existing clients and stakeholders.

 Creating an organized and friendly environment where customers and our people can
excel.

Page 8
3. Objectives of NCCBL:
The main objectives of National Credit and Commerce Bank Limited are to maximize profit
through customer satisfaction, which very much reflects the idea of any type service oriented
business. National Credit and Commerce Bank has been ensuring profit by providing best and
improved service along with other corporate objectives mentioned below:

 To provide excellent customer service to its clients, so they choose NCCBL first
 To carryon business deals in foreign exchange, dealing in foreign currency notes,
granting and issuing letter of credit, travelers’ cheek, circular notes and negotiating of
export documents and all other matters related to the foreign exchange.
 Ensure high return on investment and with different service products.
 To play a significant role in the improvement of the economic condition of this
country.
 Make profitable investment, disciplined growth strategy and growth in annual profit
margin.
 To remain as the market leader through diversification of the business and automation
of the banking operations.
 Adopt an appropriate management technology
 To create fully integrated financial service system.
 To create employment opportunity for contribution to the commodity.
 To build up a strong and enduring organization which employs good business
practices and deliver better service of the highest quality.

4. Goal of the NCCBL:

To share a significant portion of the banking sector's by utilizing available manpower and
also state of the art technology for maximizing the shareholders wealth.

o Long-term goal: To maximize he wealth of the shareholders.

o Short term goal: The earning satisfactory rate of return on investment providing wide
range of banking services.

2.5 Corporate Culture of NCCBL:

Corporate culture refers to share their principles, attitudes, values, and beliefs that describe
members of an organization and characterize its nature. It helps to create an organization
goals, strategies, structure, and approaches to labor, customers, investors, and the greater

Page 9
community. So, organization with their strong corporate culture creates strong relationship
with their stakeholders. It also creates employee and customer loyalty. NCC Bank is one of
the most disciplined Banks with their unique corporate culture. The people in the Bank see
themselves as a community and family that believe in working together for development. In
the long run positive corporate cultures create a competitive advantage and serve as a
valuable organizational asset.

6. Features of NCCBL:
There are so many reasons behind the better performance of National Credit and Commerce
Bank Limited than any other newly established banks:

 Highly qualified and efficient professionals manage the bank.

 National Credit and Commerce Bank Limited has established a core Research &
Planning Division with efficient persons.
 The Bank has established correspondent relationship more than 100 of foreign banks.
 The computerized operation system in all branches of NCCBL has provided the
frequent and prompt customer service.
 The inner environment and teamwork of all branches in NCCBL are motivated.
 All experienced employees are to achieve the ultimate objective of NCCBL.
 National Credit and Commerce Bank Limited has become a member of the SWIFT
system to expedite foreign trade transaction.
 National Credit and Commerce Bank Limited has introduced some schemes for the
purpose of saving of low income people which are not available in other like "Life-
time Pension Scheme"
 The Bank offers attractive saving rate than other financial institutes.
 National Credit and Commerce Bank Limited provides loan to the customers at lower
interest with easy and flexible condition that the others do.
 National Credit and commerce Bank Limited charges lower commission from their
customer in comparison with other banks.
 Along with the profit generation National Credit and Commerce Bank Limited also
maintain social responsibilities.
 The Bank always guided their potential customer by giving valuable advises.

Page 10
2.7 Management Hierarchy of NCCBL:

Chairman

Vice Chairman

Director

Managing Director

Senior Executive Vice President

Executive Vice President

Vice President

Senior Assistant Vice President

Assistant Vice President

Senior Principal Officer

Principal Officer

Senior Officer

Officer

Junior Officer

Assistant Officer

Page 11
2.8 Product and Service Information of NCCBL:

A. Deposit Scheme:

 Saving Bank Account (SB A/C)

 Current Deposit Account (CD A/C)
 NCC Bank Special Savings Scheme (SSS)
 Fixed Term Deposit (FDR)
 Short Term Deposit (STD)
 Money Double deposit programs
 Premium term Deposit
 Interest Earning Term Deposit

B. Foreign Exchange

 Non Resident Foreign Currency Deposit Account (NFCD)

 Non Resident BDT Deposit Account (NRTA)
 Resident Foreign Currency Deposit Account (RFCD)
 Foreign Currency Deposit Account
 UAE Exchange
 Placid Express
 Arab National Bank (ANB)
 Dhaka Janata
 Habib Qatar
 Al Fardan

C. Loans/Finance:

 Cash Credit
 Long Term and Short term financing
 House Building Loan
 Car Loan
 Small Business Loan

Page 12
2.9 Branches of the Bank:
Branches are the terminals through which services offered by the Bank reach to the clients.
Each branch is headed by a Branch Manager who in turn gets the assistance of the Area Head
in dealing with several day to day activities of commercial banking. At present, the Bank has
116 branches (Including SME/Agri Branch: 8).

No. Branches Name No. Branches Name

01 Agrabad Branch 30 Dhakhinkhan Branch
02 Akhaura Branch 31 Dhanmondi Branch
03 Aman Bazar Branch 32 Dilkusha Branch
04 Anderkilla Branch 33 Dinajpur Branch
05 Babubazar Branch 34 Elephant Road Branch
06 Baganchra Branch 35 Faridgonj SME/Agri Branch
07 Baipail Branch 36 Faridpur Branch
08 Banani Branch 37 Feni Branch
09 Baneswar SME/Agri Branch 38 Foreign Exchange Branch
10 Bangshal Branch 39 Gouripur Branch
11 Baraiyarhat Branch 40 Gulshan Branch
12 Baralekha Branch 41 Hajigonj Branch
13 Baridhara Branch 42 Halishahar Branch
14 Barisal Branch 43 Highway Branch, Comilla
15 Bashundhara Branch 44 Hossainpur Branch
16 Bijoy Nagar Branch 45 Islampur Branch
17 Bishaw Road More Branch 46 Jagannathpur Branch
18 Boalkhali Branch 47 Jatrabari Branch
19 Bogra Branch 48 Jessore Branch
20 Brahmanbaria SME/Agri Branch 49 Joydebpur Branch
21 CEPZ Branch 50 Jubilee Road Branch
22 Chagalnaiya Branch 51 Juri, Moulvibazar
23 Chakaria Branch 52 Kachua SME/Agri Branch
24 Chaumuhani Branch 53 Kadamtali Branch
25 Chowdhuryhat Branch 54 Kamal Bazar Branch
26 Chowhatta Branch 55 Kanchpur Branch
27 Comilla Branch 56 Karanirhat Branch
28 Cox's Bazar Branch 57 Kawran Bazar Branch
29 Darus Salam Road Branch 58 Khatungonj Branch

Page 13
No. Branches Name No. Branches Name
59 Khulna Branch 88 Nawabpur Road Branch
60 Kumarpara Branch 89 Nazirhat Branch
61 Kushtia Branch 90 NCC Bank Bhaban Branch
62 Laldighirpar Branch 91 O.R. Nizam Road Branch
63 Laxmipur Branch 92 Oxygen More Branch
64 Madambibirhat Branch 93 Pabna Branch
65 Madaripur Branch 94 Pahartali Chowmuhani Branch
66 Madhabdi Branch 95 Panthapath Branch
67 Madunaghat Branch 96 Parshuram Branch
68 Maijdee SME/AGRI.Branch 97 Parulia Branch
69 Majhirghat Branch 98 Patgram Branch
70 Malibagh Branch 99 Pragoti Sarani Branch
71 Mirpur Branch 100 Raipur Branch
72 Mirpur Road Branch 101 Rajshahi Branch
73 Mitford Branch 102 Ramgonj SME/Agri Branch
74 Modhupur Branch 103 Rampur SME/AGRI. Branch
75 Moghbazar Branch 104 Rangpur Branch
76 Mohipal Branch 105 Rayer Bazar Branch
77 Motijheel Branch 106 Savar Branch
78 Moulvibazar Branch 107 Shyamoly Branch
79 Mymensing Branch 108 Sonagaji Branch
80 Nababgonj Branch 109 Sonargaon Janapath Branch
81 Nabigonj Branch 110 Sreemangal Branch
82 Nandail 111 Sreenagar Branch
83 Nangalkot Branch 112 Syedpur Branch
84 Naogaon Branch 113 Tangail Branch
85 Narayangonj Branch 114 Tongi Branch
86 Naria SME/Agri Branch 115 Uttara Branch
87 Narsingdi Branch 116 Zinzira Branch

Page 14
10. Classification of the Posts:

Operational

 Deputy Managing Director.

 Senior Executive Vice President.
 Executive Vice President.
 Senior Vice President.
 Vice President
 Senior Assistant Vice President.
 Assistant Vice President.
 Senior Principal Officer.
 Principal Officer.
 Senior Officer
 Officer.
 Probationary Officer
 Junior Officer
 Assistant Officer
Supportive Staff:

 Messenger/Tea Boy
 Bank Guard.
 Driver
 Godown Darwan/Supervisor

11. Major Units of the Bank:

 Chainman' s Secretariat
 Managing Director's Secretariat
 Deputy Managing Director Secretariat
 Board Division
 Human Resource Division
 International Division
 Credit Division
 International Trade Division

Page 15
 Establishment Division
 Central Accounts Division
 Internal Control And Compliance Division
 Information And technology Division
 Marketing And Branches Division
 Share Division
 Card Division
 Credit Administration And Risk Management Department
 MIS/ Product Planning Department
 Central Compliance Unit A.M.L
 Recovery Department
 Public Relations Department
 Brokerage House
 Training Institute

Page 16
 Chapter 3
Recruitment & Selection Process of
NCC Bank Limited

Page 17
3.1 Meaning of Recruitment:
Recruitment is the process of finding and attracting capable applicants for employment.
According to Decenzo and Robbins, “Recruitment is a matching process of discovering
potential candidates for an actual or anticipated organizational vacancies or from another
perspective, it is a linking activity bringing together those with jobs to fill and those seeking
jobs. According to John Douglas, “Recruitment is understood as the process of searching for
and obtaining applicants for jobs, from among whom the right people can be selected.”

2. Objectives of Recruitment:

 To find and employ the best potential candidates.

 To retain the innovative, energetic and promising persons.
 To provide facilities for growth and development and also career security.
 To minimize the cost and reduce scope of favoritism, nepotism and malpractice.

3. Functions of Recruitment:

 Assessingrecruitment
 Fixingstandards
 Advertisements and policy
 Making initial contact with prospectivecandidates
 Preliminary perusal and assessment of applications
 Short-listing of probable candidates for selection
 Selection process like interviewing or testing
 Recording anddocumentation

4. Meaning of Selection:
Selection is the process of gathering information for the purposes of evaluating and deciding
who should be employed in particular jobs. It is the technique of choosing a new member of
organization from the available candidates.

Page 18
According to Dale Yoder, “Selection is a process by which candidates are divided into class-
those who will be offered employment and those who will not.”

3.5 Selection Process:

The selection process is a series of steps through which applicant pass. If anyone fails to
qualify for a particular step is not eligible for appearing for the next step.

Step 1: Written Test

Step 2: Viva 2-3 Times Depends on the Job Position

Step 3: Selected Applicants Get Call to join with Valid Documents & Medical Fitness Paper

3.6 Factors of Selection Process:

The selection process needs to consider the following two factors:

Individual Factors & Situational Factors:

1) Individual Factors:

 Technical ability
 Cross-cultural suitability
 Family requirement

2) Situational factors:

 Country-cultural requirements
 Language
 MNE requirements

It also includes some other factors:

1) Dual career couples:

Finding employment in the same company

 Intercompany networking (Support for commuter marriages)

 Job haunting assistance

Page 19
2) Family consideration:

 Children education
 Children marriage
 The problems of single parents

3) Work permits refusals (particularly for other members of the family)

7. Combination of Recruitment & Selection:

Finding out vacancy: It may be either by replacement or new creation.

Job Analysis: Leads to the writing of a job description and a person specification.

Attracting a Field: Applicant’s choice of an appropriate field.

Short listing: Sorting out candidates by comparing applications with requirements.

Selection: By interview or by test.

Offer & Acceptance: Offer comes from the employer to the successful candidate. It may
be accepted or not.

Induction: It means the introduction of new recruit into the organization.

8. Recruitment & Selection Process of NCCBL:

National Credit & Commerce Bank limited provides equal employment opportunity for all
Bangladeshi citizens. It is the policy of the Company to attract, retain and motivate qualified
and skilled employees within the company. To do this, the Company offers competitive
compensation package and provides equal opportunity for career development to all
employees. It is believed that in order to achieve the Company's goal, there must be efficient
and high caliber human resources.

Therefore, the company pays maximum attention and efforts in requiting highly qualified and
competent employees who are willing to face challenges in achieving Company's goal. The
role of HR in respect to attracting, retaining and motivating qualified and skilled employees
is enormous.

Page 20
The formulation and implementation of a sound employment policy have great impact in the
fulfillment of desired objectives.

NCC Bank Ltd Provides an equal employment Opportunity for all Bangladeshi citizens. In
general, the board of directors determines the recruitment policy of bank from time to time.
The minimum entry level qualification for any official position is a Master’s degree.
However, NCC Bank prefer minimum Master’s Degree or MBA in any discipline for the
appointed of Junior officer, management trainee officer position. The recruitment for entry
level position begins with a formal written test which is conducted and supervised by the
Institute of Business Administration, University of Dhaka or Bangladesh Institute of Bank
Management (BIBM). After successful completion of the written test, a personal interview is
conducted for the successful candidates by a panel of experts comprising of renowned and
prominent bankers of the country.

3.9 Recruitment & Selection Procedure for Entry Level Position:

 Job Analysis
Job analysis is the procedure for determining the duties and skill requirements of a job and
the kind of person who should be hired for it. Job analysis produces information for writing
job description and job specification. The purposes of the job analysis are-

Page 21
  Recruitment and selection decision
 Compensation
 Training
 Performance Appraisal
 Discovering unassigned duties

NCC Bank Ltd conducted the job analysis process. In the help of job analysis, they try to
inform about the jobs actual work activities. NCC Bank conducted their job analysis once a
year. Actually it’s a very time consuming process. It might take few days to interview five or
six employees and their managers are involved and they explain process and the reason for
the analysis.

 Job description
Job description is the process of general and written statement of a specific job, based on the
findings of a job analysis. NCC Bank save a written statement which included with the
activities performs in the job information about the duties and responsibilities; requirement
working condition under job is performed.

 Job Specification
A job specification describes the knowledge, skills, education, experience, and abilities you
believe are essential to performing a particular job. It provides detailed characteristics,
knowledge, education, skills, and experience needed to perform the job, with an overview of
the specific job requirements. NCC Bank Ltd tries to customize this process on the basis of
vacancy.

 Submission C.V
Candidates seeing the job advertisement on the daily newspaper or online job portal like
bdjobs.com to submit their C.V. and sometimes they go there with references.

 Preparation of preliminary list

NCC Bank selection committee shorting the CVs list or preparing the short list NCC Bank
follows their selected educational requirement for the selected posts which are given below:

Page 22
 Management Trainee

The applicant should be at least a MBA/MBM/Master with a four year Honors holder
from any public university or NSU, BRAC, AIUB, EWU, IUB, ULAB, IIUT, DIU.
Minimum CGPA 3.00 in the scale of 4 and Minimum CGPA 4.00 in the scale of CGPA
5.00. No. 3rddivision/class in his/her academic career shall be acceptable.

Junior Officer

The applicant should be a Master Degree holder from a recognized educational institution

 Conducting written test

After initial screening selected candidates are sit for the written exam. This competitive
written exam conducted by IBA or BIBM. The question pattern statured the subject matter of
the written exam may be English, Bengali, Analytical Ability, Computer, Math and general
knowledge.

 Selection of eligible candidates for the Interview

Those who are selected in the written test selection panel called those qualified applicants by
phone or mail for attaining Interview.

 Employment interviews
The selection panel organized an interview. The interviews always hold at face to face
conversation. But the qualification marks for viva-voce will be determined by the
Management committee.

 IT Test
After completing interview candidates have to give a short IT test which helps to justify their
computer and IT skill.

 Physical fitness for employment

It’s part of selection process. In NCC Bank accomplish physical health checkup for all type
of employees. Although it is a lengthy process but NCC Bank is committed to do physical
Checkup for ensuring employees sound health.

 Appointment and placement

Management and selection committee has issued the appointment letter, which are physically
sound according to the medical test. When the appointed candidate joins in the bank Head
Office assigned them in selected branch to work for probationary period.

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3.10 Human Resource Planning:
Human resource planning is the process of getting the right number of qualified and
competent people into the right job at the right time. Putting another way, HR planning is the
system of matching the supply of people internally and externally with the openings the
company expects to have over a given time frame. The quality of the candidate and his/ her
expertise are deciding factors how National Credit & Commerce Bank (NCCBL) will
succeed in achieving its visions, objectives and tasks.

Human Resource planning in NCCBL is a part of the company's overall business plan.
Analyze the future volume of work of the organization and calculate the future staff demand.

Basically the top management gives the strategic management decision. The BOD although is
the main policy maker, the Managing Director does everything in this respect through
discussion and consultation with the deputy managing directors and Management Committee.
The bank has a planning and administrative department (under HRD) and these departments
are mainly responsible for the overall planning process. The top Management has developed
a concept and builds a close relationship with customers. Both short term and long term
planning is exercised in the Bank.

Steps of Strategic Planning:

Recruitment of Manpower From Various Department toHRD

HRD assess the need of Manpower

HRD decide the number of Manpower to Recruit

Place a Memorandum to the BOD

BOD take the Decision

Page 24
 Chapter 4
Training and Development Process of
NCC Bank Limited

Page 25
1. Meaning of Training:

Training is the acquisition of new skills and knowledge relevant to a job. Development
involves the growth of an individual\’s wider education and capabilities within a field of
employment.

2. Meaning of Development:

Development has a broader focus on learning and relates to a career rather than to a job. It
emphasizes the employee’s potential to acquire more capabilities. The government supports
training and development through modern apprenticeships which give young people
vocational skills through a mix of on and off-the-job training. The Investors in People award
requires firms to demonstrate their commitment to training and career development for staff.

3. Objective of Training & Development:

Needs result in training and development objective, which should state the desired behavior
and the condition under which it is to occur. These stated objectives then become standards
against which individual performance and the program can measure.

For example, the objective for airline reservationists might be states as follows:
1. Provide flight information to call in customers within thirty second.
2. Complete a one-city round-trip reservation in two minutes after all information has
been obtained from the customer.

Specific, measurable, time –targeted objectives like those listed above for a preservationist
give the trainer and the trainee specific goals that can be used to evaluate their success. If the
objective is not met, failure gives the HR department feedback on the program and the
participants.

4. Training process:

Training is the process of teaching new employees about basic skills so that they can
implement it on their jobsite. It is a process for providing employees with basic idea or basic
background information about the firm that is called Training.

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Training processes are:

1. Training needs analysis:

I. Organizational analysis: Identify training needs of the organization according to

its long term goals-set the training goals.
II. Job analysis: Identify training needs according to job description and job
specification; specify skills/knowledge/behavior to be trained.
III. People analysis: Identify people that need training and identify potential trainees.

2.Instructional design: Set training goals, determine what to train identifies trainees and
select trainers, choose training materials, determine training methods, develop training
budget.

3.Validation: Validate the training program before implementation. For this, conduct the
program with small number of trainees to tests its effect.

4.Implementation: Implementation means group-wise work. Appoint manager for the

training program, develop managing guideline for the program, and provide logistic supply.

5. Evaluation: The whole training process is evaluated after the training.

5. Methods of Training:

There are various methods of training which can be divided into cog native and behavioral
methods. Trainers need to understand the pros & cons of each method also its impact on
trainees keeping their background and skill in mind before giving training. Cognitive
Methods: This method is more of giving theoretical training to the trainees. The various
methods under cognitive approach provide the rules for how to do something, or verbal
information, demonstrate, relationships among concepts, etc., these methods are associated
with changes in knowledge and attitude by stimulating learning. The various methods that
come under cognitive approach are,

1. ON the job training.

2. Apprenticeship training
3. Informal learning

Page 27
 4. Job instruction training
5. Lectures
6. Audiovisual- based training
7. Simulated training

Behavioral Methods: These methods are more of giving practical training to the trainees.
The various methods under behavioral approach allow the trainee to behavior in a real
fashion. These methods are best used for skill development. The various methods that come
under behavioral approach are,
1. Games & simulations
2. Behavior-modeling
3. Business games
4. Case studies

Managerial on-the-job training:

1. Job rotation
2. Coaching
3. Action learning

Off- the-job management training development:

1. The case study method
2. Management games
3. Outside seminars
4. University –related programs
5. Role playing

6. Some major training providers:

 NCCBTI (National Credit and Commerce Bank Training Institute)

 BIBM (Bangladesh Institute of Bank Management)
 BBTA (Bangladesh Bank Training Academy)
 SCB (Standard Chartered Bank)

Page 28
7. Training Institute at NCC Bank Ltd.:

At the very beginning NCCBL Training Institute was known as NCL Training & Research
Institute (NCLTR). In the year 1993 NCL emerged in the NCC Bank Limited and in
accordance with that NCLTR renamed with NCC Bank Training & Research Institute
(NCCBTRI). NCCBTRI used to operate their training at Green road in 1994 with the
objective to train up their internal human resource. Afterwards with the introduction of
Human Resource Division in Head Office, NCCBTRI again remained with NCC Bank
Training Institute (NCCBTI) and started its journey in January 2002.

8. Function of NCCBTI:

NCC bank training institute has implemented need based training program and trained the
officials of the bank. In addition to foundation training course for the Junior/ Assistant officer
and newly recruited management trainee officer, Training institute conduct several
workshops on particular issue to develop competency skills of the employees.

9. Training Techniques followed by NCCBL:

After analyzing the training needs NCCBTI design training program for their newly recruited
and existing employee. Training and development methods used by most of the organization
can be two types:

 On the job training

 Off the job training

On the job training:

In this method the NCC bank head office assigned the newly recruited employee in actual
work situation and develops their productivity. Apprenticeship, job rotation and special
assignment are included in this training program.

 Job Rotation
Job rotation is a horizontal process of rotating job responsibilities with the various
departments in the organization. NCC Bank practices job rotation among the managers so
that they can have an over understanding of the functioning of different departments.

Page 29
 Coach or Understudy
Managers are also mentored by supervisors and senior officer who educate them about the
job. This not only ensures that the employees are learning the work from observing but also
has access to immediate feedback on pressure points of executing the job.

On the job training can also be called apprenticeship program where the trainee or the
probationary officer put under the supervision of senior officers and branch manager.

Off the job training:

Training institution of NCC Bank Ltd applies off the job training for their newly recruited
and existing officers. Experts from outside NCC Bank conduct different types of seminars
and workshops for the employees. Since it is a banking industry, experts within the
Bangladesh Bank and industry specialist also provide with useful, relevant information from
their job knowledge and experiences. Under this approach Lecture method is commonly used.
Lecture focus on understanding rather than emitting knowledge and skills through reading
assignments and experience. This kind of training is given based on the necessity like
enforcement of new laws and regulation, introduction of new product, etc. Sometimes off the
job training is given to update the knowledge and to get promoted in a new post. New
employees are given orientation course and foundation course. Training institute of NCC
Bank Ltd uses many other techniques under this method like conference, demonstration, case
studies, programmed instruction and computer based training along with classroom lecture.

10. Training Materials:

Materials those are used by instructors, facilitators, and students in a training environment is
called training materials. These materials store the information needed by the learner to
perform tasks and helps the trainers and the trainees to make the training more effective.

The materials that NCC Bank Ltd uses for providing training are given below:

1. Training manuals
2. Training equipment
As we already know NCC Bank Ltd provides the employees with on the job, lecture based,
off the job training etc. For all kinds of training they use white board, projectors, training
curriculum, software, handouts, lectures, computer, internet, power point remote, sound
system and other general things.

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 Chapter 5
Compensation & Benefit System of
NCC Bank Limited

Page 31
1. Meaning of Compensation:
Compensation is a systematic approach to provide extrinsic and intrinsic benefits, monetary
and non-monetary benefits to the employees. It is also considered as measurement how
employees are being treated in an organization.

2. Type of Compensation:
1)Direct Financial Compensation: Consists of the pay that a person receives in the form
of wages, salaries, bonuses, and commissions.

2)Indirect Financial Compensation: All financial rewards that are not included in direct
compensation. (Medical insurance, company car etc.)

3)Non-financial Compensation: Consists of the satisfaction that a person receives from

the job itself or from the psychological and/or physical environment in which the person
works. All such rewards comprise a total compensation program.

3. Meaning of Benefits:
Benefits include mandatory protection programs, pay for time not worked, optional
protection programs, private retirement plans and a wide variety of other services.

4. Type of Benefits:
1.Indirect Financial Benefits: Most organizations recognize that they have a
responsibility to provide their employees with insurance and other programs for their health,
safety, security, and general welfare. These benefits include all financial rewards that
generally are not paid directly to the employee.

2.Mandated Benefits: Although most employee benefits are provided at the employer’s
discretion, others are required by law. Legally required benefits include Social Security,
unemployment compensation, worker’s compensation and medical leaves.

a) Social Security—It is a system of retirement benefits that provides benefits like

disability insurance, survivor’s benefits, and, most recently, Medicare.

Page 32
 b) Unemployment Compensation—An individual laid off by an organization covered
by the Social Security Act may receive unemployment compensation for up to 26
weeks. Although the federal government provides certain guidelines, unemployment
compensation programs are administered by the states, and the benefits vary state by
state.

c) Workers’ Compensation—Workers’ compensation benefits provide a degree of

financial protection for employees who incur expenses resulting from job-related
accidents or illnesses.

d) Medical Leaves—The Family and Medical Leave Act applies to private employers
with 50 or more employees and to all governmental employers regardless of the
number of employees. The act provides for up to 12 workweeks of unpaid leave per
year for absences due to the employee’s own serious health condition or the need to
care for a newborn or newly adopted child or a seriously ill child, parent, or spouse.

5.5 Compensation Policy in NCC Bank:

NCC Bank Ltd offer attractive compensation package for their employees which is divided
into two parts:

I. Direct Compensation
Salaries: NCC bank Compensation based on a longer time period, a month.
Incentives: They offer cash incentives which depend on bank revenue, target they fulfill.

II. Indirect Compensation

Benefits: Forms of indirect compensation those are financial in nature like provident fund
gratuity fund etc.
Services: NCC bank provides extra facility and service for their employees which includes
transport facility, loan facility, credit card facility etc.

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5.6 Bonus and Benefit in NCC Bank:

I. Performance Bonus: NCC Bank provides performance bonus based on their

organization’s profit, higher authority and management committee will declare a
certain percentage of the pre-tax profit as Performance Bonus.
II. Festival Bonus: All permanent employees get two bonuses each year. One in Eid-
ul-Fitr and another during Eid-ul-Azha only for Muslims and employees of
different religion gets that bonus during their respective religious festivals.
III. Gratuity fund: It refers terminal benefit that an employee receives at the time of
retirement or resignation. NCC Bank has given it to regular and permanent
employees who have completed at least 10 years’ continuous service. It is
calculated based on last month’s basic salary multiplied by the years of service
completed.

Page 34
 Chapter 6
Performance Appraisal System in
NCC Bank Limited

Page 35
1. Performance Appraisal:
The performance appraisal is the process of assessing employee performance by way of
comparing present performance with already established standards which have been already
communicated to employees, subsequently providing feedback to employees about their
performance level for the purpose of improving their performance as needed by the
organization.

2. What is Performance?:
What does the term performance actually mean? Employees are performing well when they
are productive. Productivity implies both concern for effectiveness and efficiency,
effectiveness refers to goal accomplishment. However, it does not speak of the costs incurred
in reaching the goal. That is where efficiency comes in. Efficiency evaluates the ratio of
inputs consumed to outputs achieved. The greater output for a given input, the greater the
efficiency. It is not desirable to have objective measures of productivity such as hard data on
effectiveness, number of units produced, or percent of crimes solved etc. and hard data on
efficiency (average cost per unit or ratio of sales volume to number of calls made etc.).

3. What is Appraisal?:
Appraisals are judgments of the characteristics, traits and performance of others. On the basis
of these judgments we assess the worth or value of others and identify what is good or bad. In
industry performance appraisal is a systematic evaluation of employees by supervisors.
Employees also wish to know their position in the organization. Appraisals are essential for
making many administrative decisions: selection, training, Promotion, transfer, wage and
salary administration etc. Besides they aid in personnel research.

4. Objectives of Performance Appraisal:

Performance Appraisal can be done with following objectives in mind:

1. To maintain records in order to determine compensation packages, wage structure,

salaries raises, etc.
2. To identify the strengths and weaknesses of employees to place right men on right
job.

Page 36
 3. To maintain and assess the potential present in a person for further growth and
development.
4. To provide a feedback to employees regarding their performance and related status.
5. To provide a feedback to employees regarding their performance and related status.
6. It serves as a basis for influencing working habits of the employees.
7. To review and retain the promotional and other training program.

6.5 NCCBL Performance Appraisal Process Activity:

6.6 Performance Appraisal System in NCC Bank Limited:

Performance appraisal is the process of determining and communicating to an employee how
he / she is performing on the job and ideally, establishing a plan of improvement. It is very
much critical because it helps the managers to take the administrative decisions effectively
relating to promotions, payoffs and merit pay increases of the employees. So, performance

Page 37
appraisal is a must for all organizations. This report helps to evaluating the existing
performance appraisal systems of NCC Bank Limited. So, it is an annual review of an
employee’s overall contributions to the organization by his/her manager. NCC Bank conducts
a performance appraisal program to evaluate performance of executives, officers, and staffs.
Regular employee’s performances are evaluated annually. The newly recruited management
trainee officers and are to undergo training on basic training course both practical and
theoretical for three months from their joining. Evaluation of training for management trainee
officer contains evaluation criteria like direct functions and indirect functions. Direct
functions include general banking, credit management and investment and foreign exchange
etc. and indirect functions include dress sense, punctuality, attendance, manner, departments,
behavior with senior colleagues, Behavior with Clients, communication skills, accuracy in
Work, eagerness to learn, ability to match with new things, innovativeness, convincing
Power, ability to perform under stress. The evaluation is done according to Avg. /Poor
Average, Good, Very good and Excellent on criteria-wise performance of each trainee.
Actually NCC Bank use in the graphic rating scale method, a rater describes an employee as
falling at 5 point on a performance scale, such as, poor, average, good, very good, and
excellent. The scale point is assigned (5 points for excellent to 1 for poor). Total score for an
employee can be computed by summing the rating across all dimensions rated.

Page 38
 NATIONAL CREDIT AND COMMERCE BANK LIMITED
HUMAN RESOURCES DIVISION, HEAD OFFICE, DHAKA
PERFORMANCE APPRAISAL FOR MANAGEMENT TRAINEE OFFICER,BATCH-2017
I. Name :
II. Designation :
III. Employee ID :
IV. Place of Posting :
V. Date of Joining :
VI. Performance Appraisal for : 1st Quarter/ Rotation (December 2018 to March 2019)
VII. Rating on personal character & : Excellent V.Good Good Average Poor
performance (4) (3) (2) (1) (0)
01. Attendance :
02. Punctuality :
03. Dress Sense :
04 Behavior with Superiors :
05. Behavior with Colleagues :
06. Behavior with Sub-ordinates :
07. Behavior with Clients :
08. Sincerity :
09. Grasping Power :
10. Initiative & Drive :
11. Commitment to Work :
12. Integrity :
13. Accuracy in Work :
14. Knowledge of Rule & Regulations :
15. Power of Expression (Speaking) :
16. Power of Expression (Writing) :
17. Co-operation & Tact :
18. Sense of Responsibility :
19. Official Conduct (Discipline) :
20. Development performance :
(Target TK.)
21. Development performance :
(Achievement TK.)
22. Eagerness to Learn :
23. Innovativeness :
24. Convincing Power :
25. Ability to perform under stress :
Excellent V.Good Good Average Poor
(4X ) (3X ) (2X ) (1X ) (0)
Points Obtained :

Total Points Obtained = Out of 100.

SPECIAL COMMENTS/REMARKS:

*Total Marks 100 (each point carrying 4 marks i.e. 25 X 4 = 100)

---------------------------------------------------
BRANCH IN-CHARGE Seal & Signature
Page 39
 Chapter 7
Finding & Analysis

Page 40
1. SWOT Analysis:

Strength:

 NCC Bank follows strong recruitment and selection policy. They recruit talented
candidates from the market through proper selection process.
 NCC Bank highly emphasizes on training and development of employees which helps
to improve employee personal development and increase organizational productivity.
 Experienced bankers and corporate personnel have formed the management.

Weaknesses:

 In NCC Bank HR division is a very small sector of the organization taking into
consideration the large number of employees.
 The bank has not any research and development division.

Opportunities:

 The bank can introduce more innovative and modern products and services for their
customers.
 It can recruit more efficient and experienced persons to give fast and efficient service

to the customers.

Threats:

 In Bangladesh banking sector is highly competitive because there are so many private
banks, foreign multinational bank within the country. So, NCC Bank needs to
periodically analysis their HR plan and policies so that they can recruit best talent.
 Employee turnover rate is high.

Page 41
2. Findings:
The findings of the study are as follows:-

1. NCC Bank cannot practice proper HRM guideline. The HRM have some objectives
but the bank cannot follow all those objectives.
2. Employees training is not arranged frequently basis.
3. The Pay Packages of the Bank is not competitive in comparing to other Bank
operating in Bangladesh.
4. The bank does not accurately follow the performance appraisal.
5. Only the head office contains HR division and all the HR activities are controlled
from the head office. For this reason, when sometimes any HR problems raised
employees have to wait for a long time to solve it. Moreover, this department is not
too structured.

Page 42
 Chapter 8
Recommendations and Conclusion

Page 43
1. Recommendations:

Though NCC Bank Ltd is a well-established Commercial bank in Bangladesh and running
successfully in the domestic market however we think the bank should improve some of its
policy process regarding recruitment, training and development, performance appraisal
Programs. On the basis of the findings, the recommendations are as follows:

1. The Bank should practice that integrates the major objective, policies and procedures
into interrelated HR activity.

2. NCC Bank should arrange a lot of training schedules, seminars and workshops for its
existing employees to make them more effective and efficient.

3. The manager of HRD should establish the standard pay structure for the employees of
the organization in order to reduce the high turnover of employees.

4. 360-degree performance appraisal method must be needed as result branch manager

supervisor and subordinate can evaluate each other’s performance which is a very
important for the department of HR Division.

5. The Human Resource Division’s control must be structured. Decentralizing the HR

division will sure the HR related problem solve quickly.

Page 44
8.2 Conclusion:

In conclusion, even though NCC Bank HR policy and their banking system and initiatives are
generating good outcomes, I believe they would be even more fruitful if they implemented
the above mentioned recommendations. NCC Bank recruitment and selection process,
training programs and initiatives taken in order to improve the quality of their employees and
to ensure that they work to their fullest potential have generated good outcomes, which shows
that their investment in their employees have not gone in vain. However, I do believe that by
following the above mentioned recommendations NCC Bank can get even better results.

Page 45
 References:
 Mello, Jeffrey A. (2011) Strategic Management of Human Resource, 3rd Edition,
Delhi: Cengage Learning India Private Limited.
 Agarwala, Tanuja, (2003), “Innovative human resource practices and organizational
commitment: an empirical investigation”, The International Journal of Human
Resource Management, 14:2, 175-197.
 Griffen, R. W. Text book: Management, 5th edition, published by Houghton Mifflin
Company, 1997, P-456.
 David A. Decenzo & Stephen P. Robbins, Human Resource Management,6th Edition.
 Ahmad, S., & Schroeder, R.G., (2003), “The impact of Human Resource Management
Practices on operational performance: recognizing country and industry differences”.
Journal of Operations Management, Vol. 21, No. 1, pp. 19.
 Mary Joyce Burnett and Alta Dollar "Business English, A Communication Approach"
 Publishers - Allyn and Bacon, Inc (Page 320 to 325).
 Altinay, L., Altinay, E., & Gannon, J. (2008), “Exploring the relationship between the
human resource management practices and growth in small service firms”, The
Service Industries Journal, 28(7), 919-937.
 Gary Dessler, Human Resource Management, 9th Edition.
 Dipak Kumar Bhattacharyya "Human Resource Planning".
 Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C.B., Wall, T.D., Wood, S.J.,
(2008), “The impact of human resource and operational management practices on
company productivity: a longitudinal study”, Personnel Psychology, 61, 467–501.
 Arthur, J.B. (1994), “Effects of Human Resource Systems on Manufacturing
Performance and turnover”, Academy of Management Journal, 37(3), 670–687.

 Bartel, A.P. (2000), “Human resource management and performance in the service
sector: the case of bank branches”, NBER Working Paper 7467 Cambridge Mass:
National Bureau of Economic Research.
 Ayanda, Oladipo Jimoh, (2012), “Innovative Human Resource Management Practices
and Firm Financial Performance in the Nigerian Banking Industry”, an International
Journal of Arts and Humanities, Bahir Dar, Ethiopia, Vol. 1 (4), November, 2012,
202-216.

Page 46
 Anantharaman, R.N. and Abdul Rashid Zabid (1999), “Human Resource Management
Practices: Perceived Organisational and Market Performance”, Management and
Change, Vol.3, No.2, July-Dec., pp.191-197.
 Becker BE, Huselid MA, Pickus PS, Spratt MF. (1997), “HR as a source of
shareholder value: Research and recommendations”, Human Resource Management,
36, 39–47.
 P. Nick Blanchard, James W Thacker' Effective Training, System, Strategies and
Practices", Second Edition.
 Service Rule of National Credit & Commerce Bank Ltd.
 https://www.nccbank.com.bd/
 https://www.bb.org.bd
 Annual Report 2018 of NCCBL.

Page 47
 Appendixes

Questionnaire for HR Function

1. Does your bank have a department dedicated to Human Resource? Yes( ) No( )

2. How does your Bank execute and manage the following HR practices;

a) Centralized (C) or, b) Executed and Managed by Line Managers (LM)

i. Recruitment and selection (.......)

ii. Training and development (.......)
iii. Compensation (.......)
iv. Performance Appraisal/Management (.......)
v. Employee Participation (.......)
vi. Career planning (.......)

1 2 3 4 5
Strongly Disagree Disagree Neutral (N) Agree (A) Strongly Agree
(SA) (D) (SA)

Using the scale above (1 – 5) please tick (√) the levels of agreement in each
SA D N A SA
of the items below with regards to the HRM practices of your bank.
1 2 3 4 5

Recruitment and Selection

Appointments in this organization is based on merit

Applicants are fully informed about the qualifications required to perform

the job before being hired

Advertisements are used by the bank to recruit

There is formal induction, orientation and familiarization process designed

to help new recruits understand the organization

In this organization, line managers and HR managers participate in the

selection process

Selection system selects those having the desired knowledge, skills and
attitude

Vacancies are filled from qualified employees internally

Page 48
 Compensation (Pay) and Rewards

Pay for performance improves performance

Employees are rewarded based on performance

Compensation packages encourage employees to achieve organisation‟s

objectives

Employees are recognised and rewarded appropriately in this organisation

Profit sharing/bonuses are used as a mechanism to reward higher

performance.

Job performance is an important factor in determining the incentive

compensation of employees

Training and Development

Training needs are discussed with employees

There is a training strategy and coherent training programme

Training incorporates the interests of the organisation as well as the

individual

Training needs identified are realistic, useful and based on the business

strategy of the organisation

Every employee goes through various training programmes every year

There is a budget dedicated to training and development every year

Employment Security

Employees are assured of long term future with the organisation

There are sanctions for employees who do not obey instructions yet achieve

desired results

There is a formal, fair and reasonable process for handling grievances and

complaints

If the organisation were facing economic problems, employees would be the

last to get downsized

It is very difficult to dismiss an employee

Page 49
 Performance Appraisal and Management

In this organisation, employees are provided performance based feedback

and counselling

The appraisal data is used for decision making like promotion, job rotation,

training, compensation, transfers and discharge

There are corrective measures for under-performance

Appraisal system is growth and development oriented

There is a well-defined performance management strategy

Retraining, redeployment and employability take precedence over

downsizing

There is regular appraisal for promotion

Employee Involvement

Employee participation is encouraged on a wide range of issues

Employees can exercise independent thought and action in executing their

jobs

Adherence to instructions with little room for empowerment

You have regular staff meetings to encourage communication with peers and

supervisors

Career Planning

Career development is the responsibility of the employee

Employee‟s career aspirations within the organisation are discussed with

immediate supervisor

Employees are clear about promotion possibilities

The organisation plans for the career and development of employees

Our organisation prefers an internal employee whenever a vacancy opens up

Page 50