International Islamic University Chittagong

Department of Business Administration

Assignment
On

HRM Practices in NCC Bank Limited

Course Title: Fundamentals of Management

Course Code: (MGT-4101)
Program: MBA Spring – 2018 (1st Semester)

Submitted To:
Mohammad Jonaed Kabir
Associate Professor,
Dept. of Business Administration, IIUC

Submitted By:
Md. Shahaj Uddin
Student ID: R181207

Date of submission: 10 August, 2018

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Human Resources Management

Human Resource Management is the part of the organization that is concerned with the
“people” dimension. HRM can be viewed in one of two ways: Firstly, HRM is a staff, or
support, function in the organization. Role is to provide assistance in HRM matters to line
employees, or those directly involved in producing the organizations good and services.
Secondly’ HRM is a function of every manager’s job. Whether or not one works in a
“formal” HRM department, the fact remains that to effectively manager employees
requires all managers to handle the activities.

Human Resources Management (HRM) is the function within an organization that

focuses on recruitment of, management of and providing direction for the people who
work in the organization. Human Resource Management can also be performed by line
managers. Human Resources Management is the organizational function that deal with
issues related to people such as Policy, Hiring, Compensation and benefit, Performance
Management, Organizational Development, Safety, wellness, benefits, Employee
Motivation, Communication, Training and Development.

Objective of Human Resource Management (HRM)

 Make employee relation.
 Improve the employee efficiency.
 Creating and enabling environment through information sharing.
 Introducing a better par package.
 Performance evaluation of the employee.
 Ensure the skill employment.
 Encouraging cross functional teaming as and when possible.

Human Resource Division (HRD) of NCC Bank Limited.

Human Resource Division of NCC Bank Ltd. is performed is one of the most valuable
departments with the responsibilities of staffing, training and development, organization
development, performance appraisals, rewarding, control and maintenance etc. with the
start of NCC Bank Ltd. banking operation the Human Resource Division (HRD) was not

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a strong position and structured it is now. The HRD of NCC Bank Ltd. is consists
fourteen competent and experienced executives to carry out the whole responsibilities.

Organ gram of the Human Resource Division of NCC Bank Limited.

Head of HRD

Management
Information Training and
Operations Remuneration Development
System

Core Functions of Human Resources Division in NCC Bank Limited.

Core HR Process

Recruitment and Training and Compensation and

Selection Development Benefits

Recruitment & Selection Process of NCC Bank Ltd

As per Bangladesh Bank BRPD Circular No. 16 dated July 24, 2003, “Appointments to
the service of the bank up to the two levels below the rank of the Managing Director will
be made Board of Directors of the Bank. All other appointment will be made by the
Board of Director of the Bank as required under the organ gram of the Bank duly
approved by the board. Recruitment and selecting are some of the importance inputs to
healthy organizational activities. Recruitment procedure is commerce within the bank due

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to turnover, promotion, retirement, new business strategy, etc. Banks philosophy is to
retain and develop the in house talent and hire the best performers in the industry. The
recruitment procedure includes internal job watch and from external sources. Set of skills,
need availability, education, job description are prerequisite criteria for a successful
recruitment. For sustenance and growth of business the Bank will recruit at three levels.
These are following:

a) Trainee Officer

On need basis, whenever a vacancy arises by various reasons or new business need;
recruitment will be made through a basic job related written test and an interview session
commanding by the Head of Human Resources. Suitable candidates are selected from the
dropped application for various post and high recommendations. Minimum qualification
for this level is graduation from any reputed university.
 Question for trainee officer is prepared by the officers of the HR division and paper is
also checked by them.
 If candidates are selected as TO then they have to work in cash minimum 2 years.
 For TO viva is done internally by the HR division.
 If TO want to be SPO than they have to give an examination.

b) Management Trainees

Management trainees are required on planned basis to develop a team of young potential
fresh graduates to develop them as future leaders of the bank. The numbers of selection
determined every year depending on the changes in business and turnover. The selection
process is done through a stiff competing method. The candidates are expected to be with
high academic performance from any reputed foreign or local University. Written exam
covers information technology, mathematical aptitude, English, general knowledge,
economics and general questions. After primary selection candidates have to face a long
interview session with the top management. After all procedure there is few candidates
can convince the higher management and appointed as Management Trainee of NCCBL.
For MT recruitment following guideline is go behind.
 Qualification for MT is required minimum Masters Pass/ MBA from any
reputed/listed University.
 Candidate CGPA must be 3.25.

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 No third class would be allowed.
 Question for Management Trainee Officer is prepared by MBA and paper is checked
by the recruitment agency E-Zone.
 Viva is also done by E-Zone.
 MT recruitment is done once in a year and around 60 qualify candidates are select for
this post.
 If candidates are select as MT then he or she will send for BIBM training.

c) Lateral Entry

External recruitment at any level made only when, internal successor is not available or
totally a new position created for the business need or/and a technical job arises. This may
done by publicizing the position opening through newspaper advertisements in leading
national dailies or through out the online job portal as NCCBL is the corporate client of
‘BD Jobs”. Here candidates are recruited base on their previous experience and
performance. Candidate must have at least 3 years or more work experience.

General Recruitment Guidelines

The Bank entertains a discrimination free hiring policy. All recruitment policies within
the organization are in line with the statutory employment laws of Bangladesh and as per
approval of the Bank's Board of Directors.
The following are some basic guidelines followed for recruitment:

For Members of Officer

 Have to be Graduate/ Post Graduate.

 Have to maintain service rule.
 He has to be knowledgeable Employee must be maintain discipline.
 Regarding office work one has to be very particular.
 He has to be experience in 3 years or more (For lateral employee).
 Have to be able to decision making & solving the problem approach should be
confidential.
 Female is concerned respectable dress.

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 Male is concerned ware light color shirt & tie.

For Members of Staff

 Recruit to him in reference.
 S.S.C level of education might be required for all staff without cleaner.
 Supervisory staff be able to read & write comfortably .HR division should approve all
expectations.
 The candidate must be over 18 years old as per employment laws in Bangladesh.
 Specific tests might be taking as per the job requirements such as Hand – Eye
coordination test & test for reflexes for driver. Also take field test & room test for
driver.
 Any other physical attributes that might be required for a specific job that would be
considered while selecting an individual, for Example good eyesight for driver.

a) Media used for Vacancy Announcement

The Bank is committed to providing equality of opportunity for all and welcomes
applications from all individuals for advertised job that match skill & interests. All job
application's complete a Bank application from when applying for a vacancy rather than
sending a CV. It's the policy to advertise vacancies in publications that are relevant to the
nature & level of the job. Vacancies are advertised in the newspaper & on the internet for
the post of probationary officer (PO), management trainee officer (MTO), trainee officer.

b) Application in Response to Advertisement

The Human Resources Department will prepare an appropriate recruitment advertisement
for the position and submit it for review and approval by the appropriate Manager. The
Human Resources Department will administer the placement of the advertisement and
monitor applications received. Generally HR Department follow the education level and
reference of the candidates who appear to fulfill the job requirements as per the
Recruiting Department are short-listing and HR Division calls him or her for selection
test and interview.

For Members of Operational Officer & Non Operational Officer

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Applications are received by the Head of HR Division from the candidate and short-listed
by HR Department based on the following process:
 Verifies and ensures that all relevant documents are submitted.
 Verifies their education level that should be Graduate and Masters.
 Verifies their References.
 If candidate are fulfill their job requirement HR Department takes written test and
interview for selecting employee.

For Members of Staff

Staff is selected by the reference but takes the room test and field test by the HR Division
for candidate selection.
c) References
Before setting for written test at first NCCBL they checked the reference of their
candidates and they primarily select those candidates who are ideal for written test.
Virtually all employers request references as a matter of course, usually without any
thought as to their purpose or value. Where a purpose is expressed, they tend to serve one
or both of the following functions:
 To provide a factual check to maximize the probability of a truthful application.
 To provide evidence of character or ability.
There is a growing and welcome trend for references to be simple factual checks rather
than a source of “evidence” for the selection process. There is also an issue regarding a
referee’s liability for the consequences of their comments. This varies from country to
country.
d) Written Test for Candidate
Written test for candidate are arrange by HO. HR Division arrange written test like
English, Mathematics, General knowledge about Bank. All test prepare are forwarded to
the competent authority for evaluation.
e) Interview of candidates
Head of HR Division will conduct interviews of candidates who have been short-listed
for the position. HR department is responsible for ensuring all candidates are interviewed
using description. The following are some specific polices for forming & interview board.

 Make arrangements for a private meeting room in which to conduct the interview.

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 Do not allow interruptions (e.g. telephone calls etc.).
 Interviews are more comfortable if conducted in an informal "around the table".

Setting rather than across a desk, particularly when more than one interviewer is
involved. Position the candidate so that they can comfortably direct conversation to
anyone in the room.

For the recruitment personnel, officer the minimum recruitments of an interview board
are as follow:

 Head of HR Division.

 Managing Director.

 Recruitment Committee.

f) Selection of candidates

After Interview, Recruiting Manager is advised to contact the Human Resources

Department to confirm the relevant selection tools. Manager should consult with the
Human Resources Department if they require any assistance with the selection process.
Any checks which may form part of the selection process should be conducted prior to
issuing an offer of employment.

g) Appointment

After finishing all the selection procedure duly approved by the Managing Director or
Board the Appointment offer is made. Appointment offer consists of joining open period,
particulars of salary, position etc. with the employment offer the required documents and
pre-medical tests report are asked by the HR to bring in the day of joining.

h) Types of Employment

1. Regular

Regular employees have employment contracts that are recruited for the long-term
requirements of the organization. Permanent employees are required to serve an initial
period of probation. Permanent employees, once the probationary period is over, are

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eligible for benefits as specified in the HR Manual based on the hiring grade level
specified in the appointment letter.

2. Contractual

Depending on the organization’s need, a person may be appointed on contractual basis for
a specified duration, to meet specific/special work requirements of a department or
service. The services of such contractual employee shall automatically stand terminated at
the end of the specified duration or on completion of the work for which his/her services
are engaged, whichever is earlier, unless extended in writing by the Bank. The terms and
conditions of service including all benefits provided to such employees would be in
accordance with the contract.

3. Casual

Based on the organization’s temporary need, a person may be appointed on a casual basis;
Officers are not hired as casual, instead taken as Contract employee. Casual employment
may be offered to the Staff, to get support on specific projects or to assist in takes that are
temporary.

i) Medical Checkup

New Employees recruited, are required to go through a medical check-up immediately

before joining. The organization’s authorized doctor will conduct the check-up. Here it
will check, Blood test, Diabetic, Heart test, mental strength like: personality, motivation,
career interest, competences and intellectual abilities. And the entire test is done in
MEDENOVA.

j) Joining report

New employees are required to submit their Joining Report to the Head of HR Division
on the first day of reporting to the job and a suitable posting order is issued for joining the
concerned department/branch.

k) Employee Orientation

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Orientation programs are more than just an opportunity to tell the employee what is
expected. It’s also a great way to show where he or she fits in to the group as a whole.
The various components of the Bank officer orientation program ensure that the
introduction in to the organization and in to the specific department happens smoothly.
After joining the employee 2 or 3 days will be given workshop to the employee about
money laundry and accounts opening in the head office of NCC Bank Ltd. Then HR
Department has been taken decision which employee is going to which branch?

l) Probation period

Employees appointed from trainee officer to officer level will be on probation; normally
one year. The probation period for the management trainee is six month from the date of
joining. During the probation period the new incumbent’s suitability for the job will
appraised. This period will also provide the new employees the opportunity to appreciate
whether the job is suitable for him/her. The problem period may be extended if
management thinks additional raining or period is required to review the performance of
the management.
 For Management Trainee Officer Probation Period is 2 years. After 2 years he or she
will be principal officer.
 For Trainee Officer Probation Period is 1 year. After 1 year he or she will be officer.

m) Confirmation
On satisfactory completion of probation period and recommendation by the functional
head the incumbent will be confirmed as the permanent employees of NCCBL.
 The Branch Manager evaluates the employee & makes a report about such employee
who performs during probationary period. The report will be submitted to the HR
Division. If the performance is better during probationary period of employee HR
Division will be confirm as a permanent job. Generally TO conform after 1 years and
MT confirm after 2 years.
 HR Division review & issues confirmation letter to the employee as a permanent job.
If any employee can not get better performance during his or her probationary period
then probationary time is extent for that employee.
 Employee will get special increment after confirmation as a permanent job.

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 n) Resignation
A confirmed employee may resign from the services of the bank giving three months’
notice in writing through a proper channel or three months’ basic salary in lieu thereof.
The management may also ask to resign an employee giving him/her a three months
notice or three months’ basic salary in lieu. Any partial or full waiver of notice period
will be at the discretion of the managing director.

o) Termination
If any employee are out of the job in some cases is called termination. There are certain
circumstances where-even though complaint is within our jurisdiction- we can dismiss it
without considering it’s merits. This is sometime called ‘early termination’.
Entry level for new employee:
 He/she will be on training for one year & during the period he/she will be treated as
temporary employee.
 On successful completion of one year training he/she will absorbed as "Officer".
 If his /her performance during the period is not found to be satisfactory, his/her
services may be terminated without serving any notice.
 He/she will be entitled to two 'Festival Bonus' per annum (50% of consolidated Pay),
as & when declared by the management.
 It is a condition of his /her employment with the Bank that his/her service is
transferable anywhere in Bangladesh to any branch of the Bank.

It is mandatory that on joining he/she will be required to submit the following:

 Two attested copies of all the educational certificates along with the original ones.
Original certificates will be returned to him after verification.
 Name & address from to referees not related to him.
 Three copies of his /her recent passport size color photographs.
 Evidence of Bangladesh Citizenship-UP Chairman/Ward Commissioner Nationality
Certificate (Original)/ Bangladeshi passport.
 Release certificate from his/her present employer, if in service.
 Certificate of physical fitness from a registered physician (Original).
 No T.A/D.A. will be admissible to his in connection with any travel undertaken by
him in joining his/her duties.

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Maximum working hours & breaks
Guidelines for Maximum Working Hours
# For Staff
 An employee may work a maximum of 8 hours per day with an hour lunch break.
 An employee may work a maximum of 40 hours in a week where the definition of a
week is specified by the Bank and is limited to rolling 5 days.
# Supervisors, Officers and Above
Due to the need of the organization, it may require for a Supervisor or an Officer to work
more than their normal hours of duty. As longer hours may not mean higher productivity,
the Bank encourages employees to organize their work and execute tasks efficiently, so
the maximum hours worked per day do not cross 10 hours or weekly total hours do not
cross 60 hours.
Officer protocol Staff Attendance
All stuff must report to work every official working day on time.
 Employees when unable to report to work due to unavoidable circumstances should
inform their Line Manager, HR and/or Front Desk as quickly as possible on the same
day (before 9:00 a. m).
 Habitual tardiness and unauthorized absence will not be permitted and the employee
will be warned for such acts.
 All staff must sign in the attendance register kept in a convenient place. Division,
department, branch will update the attendance register monthly.
Leaving office during working hours
No staff will leave office during office hour without informing from his manager.
Telephone
Office Phones are for official use only. Personal call should be limited to 1-2 per day &
kept short.
Identity Card
All Bank staff will be provided with Identity Cards at the cost of the Bank at the time of
confirmation and during any changes of job title. The photograph will be supplied by the
staff.
In the event that an employee losses his/her ill card, for a replacement, he/she shall
inform HR Division through his/her line manager & complete the form.

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Transfer
To cater for the needs of the Organization as well as to provide opportunities to
employees for a well-rounded career development, it is sometimes necessary to transfer
employees between jobs, locations, departments & branches. The objective is to
implement management decisions relating to employee transfers in an efficient and
effective manner and with the minimum amount of inconvenience and hardship to the
employees concerned. All transfers must be business driven within budget and must be
approved by the Managing Director.
Bank is bearing travel expense for business related local travel & business related
overseas travel. Travel expense fur local travel depends on how many days will be
expended there. Generally bank settles Tk. 200,000 for expense of overseas travel.

Training & Development of NCC Bank:

NCC Bank Ltd. strengthens training to develop its human resources. Established in
February 2008, NCC Bank Ltd. s Training Center was operated on a  professional basis.
Its mission is to develop a training strategy, implement planned strategy through the
organization of professional classes and intensive courses to develop NCC Bank Ltd.
human resources nationwide.  NCC Bank Ltd. has gradually completed training
programs in compliance with international standard by establishing modern facilities
including standard classrooms, up-to-date textbooks and materials, professional full-time
trainers as well as experienced lecturers upon request. In 2008, NCC Bank Ltd. Training
Center focused on 3 major programs including training courses for branch directors,
professional courses relevant to each title, and courses on customer service skills for staff
in direct contact with customers. Training course for Branch Directors takes 3 months and
is implemented by foreign trainers as well as experienced domestic trainers from BTC
(Bank Training and Consultancy Company). This course equips financial-banking
knowledge as well as management skills to 100% of existing sub-branch managers,
branch directors, and potential officers in preparation for the management of new sub-
branches to be operational within this year.  
Professional courses relevant to each title aim to supplement practical knowledge of
professions to NCC Bank Ltd. staff. New graduates with knowledge learned from
university only are likely to face lots of difficulties integrating into real financial-banking
business environment. As a result, the course focuses on basic knowledge relevant to each
title, including NCC Bank Ltd. set of financial-banking products so that new employees

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can obtain adequate knowledge and understandings to meet requirement of real banking
business.

Compensation and Benefits:

Compensation and benefits of NCCBL employees is provided by the Human Resources
Division through two different software, Named EZHR and flex cube. Both of that
software is not flexible to use and has lot of limitations.
Business Travel
The Bank supports the following two types of business travels for which the guidelines
and benefits are documented below:
 Business related local travel.
 Business related overseas travel.
 Bank is bearing travel expense for business related local travel & business related
overseas travel. Travel expense fur local travel depends on how many days will be
expended there. Generally bank settles Tk. 200,000 for expense of overseas travel.
Hours Work during Ramadan
 Working hours during the holy Islamic month of Ramadan for all will be decided and
announced by the Managing Director as per instruction issued by Bangladesh Bank.
Holidays
 The employees at the Bank observe holidays as per Government Holidays circulated
by the Government of Bangladesh and the Central Bank.

Performance Appraisal Process in NCC Bank

The performance appraisal process is a process that evaluates employee performance. 
Normally it compares quality, quantity, cost, and time.  Some of the things that
performance appraisal are used to do would be.

 Give something tangible to the employee regarding their work performance.

 Shows what training employees need.
 Determines what the employees raise might be.
 There are some procedures that you should put in work at your work place. This
will help the employees know what you are expecting of them, and also establish

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 a standard within your work that everyone will be able to understand and follow. 
Some of these things would be listed here.

 Establishing performance standards

 Communicate standards and expectations
 Set up a system that measures actual performance
 Compare employee with the standards implemented
 Discuss results with employee
 Make a decision on what you are going to do, or take corrective action.

Merits of Performance Appraisal

It is said that performance appraisal is an investment for the company which can be
justified by following advantages:

1. Promotion.
2. Compensation
3. Employees Development
4. Selection Validation
5. Communication
6. Motivation

Conclusion

NCC Bank Limited, the pioneer private Bank of the country has created a sense of mass
participation through its diversified activities over the last 28 years. Their numbers of
client’s service recovers and supporters have been increase rapidly. For its diversified
banking service, it has got a wide range of publicity and created a special image the
banking area in the country. NCCBL has started making profit from 1985 to still now.
Now the position of NCC Bank limited in the market is Third.

The job is aimed at the Human Resource Division. NCC Bank limited. Operating in the
market with the ambition of becoming the Bank of choice for its clients and all its
stakeholders. It is just natural for NCC Bank limited. to pitch its customer service

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benchmarks high, at a level where the local standard are far exceeded and global
standards are embraces and met.

NCC Bank limited is committed to focus to all its energy on its customer as well as its
employees. This is sure a strong Human Resources practices will help NCC Bank limited
and pave the way leading to outmost destination. Human Resources Division in NCC
Bank limited is under massive reconstruction program ensures the future benefits and
high corporate culture and the secured place of contribute and dedicate the experience and
exposure of high professionalism.

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