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Prepared by:

1. AnikHasanShakil 1410936030
2. Tuhin Peter Gomes 1410654030
3. NazifaAnjam1220149030

Date: 07thAugust, 2016

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30 July, 2016

Kh. AsefSafaKabir
North South University,
Dhaka, Bangladesh.

Sir,
With due respect and obedience, we are submitting the attached report on “Analytical review of
Human Resource Management on United Commercial Bank”.
This report is mainly done to highlight the different aspects of human resource department and
their operation. In this report, all the necessary information needed to analyze our selected
organization’s HR Dept. are given. We tried our level best and put all effort to make this report.

We hope you find this report satisfactory. We apologize for the mistakes we have made
throughout the report.

Sincerely yours,

AnikHasanShakil
EmranQuader
Tuhin Peter Gomes
EmadUddinRahat
TashfinTazwar
MD. TashrifIbnRayhan

The group members of “Team Aces“

MGT351, sec-11

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Acknowledgement

“We would like to express our special thanks of gratitude to our Human Resource Management
lecturer/faculty, Kh. AsefSafaKabir who gave us the opportunity and helped us to do this project
on “Analytical review of Human Resource Management on United Commercial Bank”. After
doing the project, we came to know so many new things that we are really thankful to him.
Secondly, we would also like to thank Ms. FerdousAra, who is Executive Officer of HR dept. in
UCB. Interviewing her was really helpful in the making of this project.
We would like to thank all of our group members for their relentless effort to make this report.
At last but not the least, we would like to thank The Almighty for giving us the strength to
complete this project.”

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Table of Contents
History, Product & Services........................................................................................................................... 6
Mission, Vision, Profile of HR manager ..................................................................................................... 7
Human Resources Function in Organization...................................................................................... 7-8
Core Value & Vision ...................................................................................................................................... 9
Leading Figures in HRM............................................................................................................................. 9
Human Resources Function ............................................................................................................. 9-12
SWOT Analysis…………………………………………………………………………………………………………………………………13-14

Innovative Strategies in HR………………………………………………………………………………………………………14

Modern Technology in HR………………………….………………………………………………………………………….…………15-18

HRIS………………………………………………………………………………………………………………………………………….16

E-HRM……………………………………………………………………………………………………………………16-17

PIMS……………………………………………………………………………………………………………….17

Technology & Benefits………………………………………………………………………17

Recommendation…………………………………………………………………………………………………………………………………18

Conclusion…………………………………………………………………………………………………………………………………………….19

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 UNITED COMMERCIAL BANK

History:

United Commercial Bank is one of the leading names in Bangladesh Banking industry. The bank
has been operating with great efficiency, innovative management process, dynamic approach and
better personalized service.

The bank was formed in 1983, and it is one of the first generation banks in private sectors in
Bangladesh.UCB is one of the very few banks with a diversified service in the form of Retail
Service, SME Service, Off-shoring Service, foreign exchange service etc. and so on.

UCB has 158 branches(along with 135 ATM booths) operating throughout the country, with
around 4000 employees overall. The Human Resource Management has 11 employees.

Chairman: Mr. M. A. Sabur.

Products and Services of United Commercial Bank:

United Commercial Bank has differentiated themselves from others through products and
services. All these add value to the company’s name and fame.

Banking industry itself is a service industry. However, few of them can be categorized as service
and few of them can be categorized as products.

General Banking Services- All the general banking services and products like providing home
loan, car loan, savings accounts, online banking, ATM service, Mobile banking, Help line
services are done by UCB.
Deposit Schemes- UCB has a number of deposit schemes running in the market in the form of
time deposit, Savings deposit, Money maximize scheme, Deposit insurance scheme etc.
Loan and credit services- UCB cater both import and export of loans which in turn helps the
overall economy. It provides loan to deserving people and entrepreneurs to meet their demand.
Remittance services- UCB provides its client remittance service by which they can send money
through proper channel.
Stock brokerage service- Through its subsidiary UCB securities market, it enables its clients to
transfer shares, stock brokerage and portfolio management services.
Innovative Services- Introducing traveler’s check is an early entrance in Bangladesh by UCB, a
special extra ordinary card for Ladies etc.
Saturday Banking- Based on business perspective, UCB runs this special service through these
branches: Principal branch, Dhaka (Gulshan), Narayanganj, Chittagong (Agrabad).

SME Banking: UCB provides SME banking service to small and medium enterprises which in
turn creates job opportunities.

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Offshore Banking- UCB allows its clients to have the service of offshoring banking which saves
the clients from different risks.

Mission:

“To offer financial solutions that create, manage and increase our clients’ wealth while
improving the quality of life in the communities we serve.”

Vision:
“To be the bank of first choice through maximizing value for our clients, shareholders &
employees, and contributing to the national economy with social commitments.”

Profile of the HR manager interviewed:

For the completion and making of this report, a HR manager was interviewed. Since UCB was
selected, one of their HR dept. managers was interviewed.

An overall profile of the interviewee is given below:

Name of the manager:FerdousAra

Designation: Executive officer

Current Branch:Gulshan branch, Dhaka.

Department: HRM

Educational Qualification: MBA (Dhaka University)

After interviewing Ms. FerdousAra, the major functions of Human Resource dept. in UCB was
found out.

The HR dept. has been working relentlessly for the betterment of the organization by performing
their duties and responsibilities. As stated earlier, in total there are 4000 employees throughout
the country with only 11 of them belong to the HR dept. This clearly shows how efficient the
dept. is because managing all the employees of such a big company is not easy.

The Human resource dept. of United Commercial Bank performs 4 important functions through
which their efficiency is achieved. These functions include:

1. Staffing- UCB is one of the leading banks in Bangladesh, to maintain this position UCB
needs to hire the best employees. Over the years UCB has been following a well-
disciplined recruiting system.

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 UCB’s recruitment process is as follows:
 Firstly, Job circular is posted in all the leading newspapers (ex: ProthomAlo,
Daily Star, New Age etc.) and online job searching websites (ex: bdjobs.com)
 Based on the criteria needed, screening takes place. People with no/less qualities
are screened out.
 The selected candidates then need to seat for an exam if they are fresh graduates;
if candidates have prior experience then they are called for an interview straight
away. The selected fresh graduates are called for an interview if they pass the
test with required qualities.

2. Learning and Development: Strategic learning and skill development mainly focuses
on assessment of needs, workforce skills; these are required to upgrade every employee
skill so that the company is benefitted in the long run. Once an individual is recruited,
HR dept.’s work is not done there, rather HR dept. tends to nurture the employee. To
make sure the employee is well aware about the organizational goal and what
requirement his duty requires, is done by HR.
It starts with orientation program, training employee by hand-on-hand approach,
IT based knowledge sharing and so on. Since UCB Bank is hugely based on online
banking, now-a-days it requires every employee to be technology efficient as well.

3. Compensation and benefits:

UCB has always paid regular compensation to its employees. For the employees it
is quite easy to take a home loan against salary so that the employees can fulfill their
dream of being owner of own house/flat. Compared to customers, the interest rate
charge is very little. Moreover, employees don’t need to pay the interest, a small portion
is deducted from salary.

On every occasion, employees are given a handful amount of bonus as well. At

the time of retirement, there is retirement gratuity plan available for the employees. All
the compensation is done so that employees work with more comfortably and with more
flexibility.

4. Disciplinary:HR dept. maintains the disciplinary actions. Behavior, To-do, corrective

actions are managed. The grievance procedure which is in the process to be
implemented will increase the duty of HR department. Policies and collective
bargaining will allow dissatisfied employees to file grievance policy. Then the HR dept.
must take actions so that justice occurs. Proper decision also makes sure a company
avoids court hassles.

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Core value/vision of HRM in UCB

Core value of the HRM is also responsible for the company’s success. UCB bank is well known
for recruiting process in the private banking sector. Their core value is to recruit the right person
for the right job, based on their recruitment process. They observe every interviewee very
closely, which helps them to lead their vision of HRM successfully. On the other hand, for the
experienced worker who already worked in banking sector and want to take a chance to join in
UCB, they try to make the process as simple as possible for them.
Compensation is another important core value of HRM in UCB. They tried to encourage their
employees’ to do their work/job with more confidently, flexibility and comfortably via fair
compensation. A fair compensation means where, is no discriminatory compensation provided
among workers. Basically, this compensation based on the performance of the employee.

Leading figures of HRM Department

There are about 11 officials in the HR department which is actually under management in UCB.
The highest rank in HR is Departmental Managing Director; Mr. AifQuadri who is currently in
charges of the position. UCB also has Mr. Mohammad Mia Kamrul Islam; currently working on
the post of Additional Managing Director. He is a well reputed figure in banking industry with
an experience of working for Bangladesh Bank. The other figures can be senior executive officer
Mrs. Shereen Sultana and executive officer Mrs. FerdousAra.

Human Resource (HR) Functions of United Commercial Bank (UCB) Ltd

The HR department of UCB is in the corporate brunch of UCB, located at Gulshan, Dhaka, does
all the HR functions and deals with all HR issues of the Bank. This department performs the
basic HR duties like recruiting, selecting, training and development, motivating, job designing,
performance appraisal and rewarding and giving benefits etc.

Analysis of the basic HR functions:

1. Recruitment Processes:

 Internal Search: First of all, the Administration Department searches for the capable
person for any vacant post within the organization. It means that, they promote the lower
order workers to upper order in the organizational chart. But for this promotion every
employee has to have some qualifications and these are:
(a) The employee must have a certain degree to be promoted;
(b) S/he must be senior to the employees in his/her department;
(c) S/he must have to serve the organization for at least for a fixed period of time. This
period is a variable for different posts.

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 Employee Referrals/Recommendations: If the above process does not meet the
requirement, the organization then goes for Employee Referrals or Recommendations.
They suggest their employees to recommend some eligible persons for vacant posts and
then test those persons and if they pass, give them the opportunity to work in the
organization. Usually, service and staff level workers are recruited through this process.
 Advertisement: When the organization requires quite a large number of workers at one
time, they go for advertisement in the national dailies. Normally service or junior level
officers, but sometimes, senior officers are also recruited through this process. Candidates
with the required qualification apply with a full bio-data and with a hand-written
application.
 Direct recruitment: For big positions of the bank, it sometimes seeks for high profile
corporate individuals who are basically hired right away after interview and some basic
procedures.

2. Selection: The banks selection procedure is as follows:

 Initial Screening: The initial screening is done on the basis of candidates personal and
educational qualifications. By analyzing the resumes they screen out candidates who do
not fit with the company’s strategic aim.
 Employment Test: UCB has a two step employment test- the written test and the
interview. The bank contacts with some other organizations, like IBA, BIBM or any other
institute, to conduct the written test for them. The selected organization takes the written
test, screens out the answer sheets and sends the number-sheet to the bank. The bank has
a preset standard score and those who have scored more than or equal to that score are
called for the interview. The bank itself conducts the interview. After the interview the
total marks of the written test and the interview are added. Those who are at the top of the
final list get the opportunity to serve in the organization. The background checking of the
employee is done at the interview time and through the resumes candidates submit.
 Final Selection: The candidates who pass both the written test and the interview are
considered for final appointment. Within those candidates the required number of
employees are taken and given the final appointment. These employees have to fill up an
appointment form at the time of joining. Sometimes the selected employee has to submit
a bond that, s/he will not leave the organization before certain years of service.

3. Employee Training and Development: UCB has a system of training for the
employees, particularly for the newly appointed employee. The bank sometimes sends its
employees to other organizations for more training. In the last year the bank trained
employees in 15 courses in its own institute and also got employees trained in various 30
courses conducted by the Bangladesh Institute of Bank Management (BIBM). In the
current year the bank has also taken some training program.

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4. Motivation: One of the main ingredients that determine success and efficiency of HR
department is motivation. For the desired result of any organization, motivating the
employees is very important. UCB also tries to motivate its employees. But the bank does
not have a standard motivational process. It motivates only with the help of increment.
One thing about this increment is that it has no specific period. The increments may be
annual, semi-annual or quarterly, depending upon the overall performance of the workers
and the bank itself. Besides the increment, the bank sometimes tries to motivate the
employees by full-filling their required needs of the employee. But as it is a centralized
organization, management plays a big role with the administrative department in
determining these motivating factors. The bank is always cautious that all the hygiene
factors are present in the environment and that if the employees are not motivated; at
least they are not de-motivated.

5. Performance Appraisal: Unlike the selection, training, and motivation process UCB
does not have a standard performance appraisal process.

6. Reward System: As the bank does not have any specific performance evaluation and
appraisal system it does not provide any standard reward system. If any employee can
really impress the authority by his/her extra-ordinary performance s/he is then usually
financially rewarded, which comparatively has a low effect on the employee who is in
quite a higher level of the organizational ladder. On the whole, increment is the only
reward that the bank uses for motivating or appreciating its employees.

7. Compensation Administration: Compensation plan that is available in UCB can be

divided into these two following groups:

Direct compensation is remuneration provided to employees in exchange for their labor and
services. What makes it direct is that it is given to the employee without an intermediary.
Under direct compensation there are two sub types of compensation.
 Pay: It consists of wages and salaries received for performing work. It can be base pay
and merit pay based on job performance.
 Incentives: They are provided for higher performance. They can be piece wage,
commission, bonus, profit sharing, stock option etc.

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Indirect compensations are provided for the employee's benefit, but are not given directly to
the employee. Under indirect compensation there are two types of compensation.

 Benefits are the payments addition to pay. They can be

o Pay for time not worked: Paid vacation, holidays leaves
o Protection Programs: Pension, gratuity, insurance etc
o Executive Benefits: Free Newspapers, telephone rental etc
 Services and Perquisites: They increase employees wellbeing at no cost or significantly
reduced cost to employees. They can be
o Housing, transport, food
o Loans, children’s education expenses
o Discount on purchases, credit cards
o Social-cultural recreational activities; club subscriptions

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 SWOT analysis on UCB

Strengths

Compensation- Compensation refers to benefits along with salary. It typically refers to

retirement plans, health life insurance, life insurance, disability insurance, vacation, employee
stock ownership plans, etc. UCB has a productive compensation package and employees are very
satisfied with it.

Personal information management system (PIMS) - The Personal Information

Management System is a software thatenables users to save and store
most valuable information safely and securely. PIMS stores important and classified data’s and
makes it impossible to breach. Only users with and access can get hold of the data’s. This
technology is fairly new in the industry and UCB is the only one to use it. UCB also uses this
software to keep employee information.

Work efficiency- Working efficiency is a great strength to the company. The employees are
very productive and seem to like their job.

Weaknesses

Grievance procedure- Step by step process an employee must follow to get his or
her complaint addressed satisfactorily. Many companies have grievance policy in Bangladesh
and UCB doesn’t have any yet and this can be a weakness for the company

Competitive market- There is 56 banks in Bangladesh which shows how competitive the
banking industry is. UCB has to be very productive, updated and has to attract as many
customers as possible before other banks.
Small business units- Like all other banks UCB has many branches around the country. It is
difficult to maintain all these branches efficiently. Not all the branches can perform well at the
same time. It is an enormous pressure to maintain same customer base and performance in all the
braches. This can also affect profit.

Opportunities

Technological development- With technological development banking system is also changing.

Technologies like PIMS, online banking can take banking system to a new height. This
development can make business system faster, easier, and competitive.

Global market- Doing business transactions with foreign companies is a part of global market.
In today’s world global market is a huge advantage for every company.

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Threats

Increasing rates of interest- If interest rates increase, investors will not borrow from the
particular bank which will be a loss for the bank. As a result, it is important that the interest rate
is kept steady on the government.

Increasing number of banks-Increasing bank means increasing competition. As a result, UCB

has to maintain their efficiency and cope with the challenges ahead.

Innovative HR strategies implemented by UCB and their use

Personal information management system- It is the software that only UCB has at the moment. It
is used to keep employee data’s.

Human resource information system (HRIS)- A human resource information system is a

systematic for collecting, storing, maintaining, retrieving and validating data needed by the
organization about it human resources, personal activities, and organization unit characteristics
(Academia). It is used to satisfy external stakeholders, fulfill employee relationships etc. It is
fast and cost effective. This type of application emphasize on doing work faster, with less paper,
or fewer people.

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Modern technology in different Human Resources Management Functions:
Technology has been changing the world business day by day. In the Information Age, the
advent of computers and the Internet has increased that impact significantly. Many businesses
cannot even function without the use of computer technology. This impact is seen in nearly all
areas of business, including human resources, where technology continues to have a significant
impact on HR practices. Some of the modern technology that has been used are given below:

Human Resources Information System (HRIS):

The Human Resource Information System (HRIS) is a software or online solution for the data
entry, data tracking, and data information needs of the Human Resources, payroll, management,
and accounting functions within a business. Normally packaged as a data base, hundreds of
companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS
carefully based on the capabilities you need in your company.

Typically, the better The Human Resource Information Systems (HRIS) provide overall:

 Management of all employee information.

 Reporting and analysis of employee information.
 Company-related documents such as employee handbooks, emergency evacuation
procedures, and safety guidelines.
 Benefits administration including enrollment, status changes, and personal information
updating.
 Complete integration with payroll and other company financial software and accounting
systems.
 Applicant tracking and resume management.

The HRIS that most effectively serves companies tracks:

o attendance and PTO use

o pay raises and history
o pay grades and positions held
o performance development plans
o training received
o disciplinary action received
o personal employee information, and employee tracking
o management and key employee succession plans
o high potential employee identification

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E-HRM
E-HRM is the (planning, implementation) application of information technology for both
networking and supporting at least two individual or collective actors in their shared performing
of HR activities.

E-HRM is not the same as HRIS (Human resource information system) which refers to ICT
systems used within HR departments. Nor is it the same as V-HRM or Virtual HRM - which is
defined by Lepak and Snell as “...a network-based structure built on partnerships and typically
mediated by information technologies to help the organization acquire, develop, and deploy
intellectual capital.”

E-HRM is in essence the devolution of HR functions to management and employees. They

access these functions typically via intranet or other web-technology channels. The
empowerment of managers and employees to perform certain chosen HR functions relieves the
HR department of these tasks, allowing HR staff to focus less on the operational and more on the
strategic elements of HR, and allowing organizations to lower HR department staffing levels as
the administrative burden is lightened. It is anticipated that, as E-HRM develops and becomes
more entrenched in business culture, these changes will become more apparent, but they have yet
to be manifested to a significant degree.

Types:
There are three tiers of E-HRM. These are described respectively as:

 Operational
 Relational
 Transformational.

Operational

 Operational E-HRM is concerned with administrative functions - payroll and employee

personal data for example.

Relational

 Relational E-HRM is concerned with supporting business processes by means of training,

recruitment, performance management and so forth.

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Transformational

 Transformational E-HRM is concerned with strategic HR activities such

as knowledge management, strategic re-orientation.

An organization may choose to pursue E-HRM policies from any number of these tiers to
achieve their HR goals.

PERSONAL INFORMATION MANAGEMENT SYSTEM (PIMS):

Personal Information Management System (PIMS) is a package developed tocapture personal
information of the employees who are working in Dept. of PublicInstruction and its subsidiaries.
The information are required for distribute employees among commissionerate wise (CPI
Bangalore, Addnl Commissioner Darwad / Gulbarga)and the same information can be used for
other administrative reasons.

United Commercial Bank’s HR technology & Benefits:

They have introduced PIMS (Personal Information Management System) which is linked with
HRS (Human Resource System). These are all online based application. Each and every
information of all the workers is updated here on their profile. Their work hour, their salary,
bonus etc. Earlier it used to take longer time to notify both the parties through registration, ledger
book etc. Now they are saving time and they are more efficient.

In terms of Social Media, there is not any official account of UCB. Their authority along with
marketing dept. has been working to make sure people are aware about the fake accounts out
there.

They tend to use all the technologies available to improve their performance. For example now
they are using PIMS. If anything is available they will surely adopt that, if the technology goes
with hand on hand.

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Recommendation:

1. There are numerous essential module which should be implemented like training
module, welfare module, provident fund module, leave management, compliance
management, succession planning and so on.
2. Nowadays we can see, in many companies employees are provided with vehicle loans.
UCB can follow this trend as well, they can give loans to their employees in cheaper loan
rate than market. UCB can be benefitted from this program as well. Because, UCB needs
to provide transportation to their employees for different organizational purposes. If
employees have their own transportation, UCB can get rid of a portion of their
transportation expenses. On top of that UCB will get a lot of motivated and satisfied
employees.
3. At present HRIS is being operated centrally by the HRMD division. We recommend that
UCB utilizes this in the branch level so that branch supervisor can give vital information
to the HRIS or employees can include their quires in the HRIS.
4. UCB can go for Campus Recruitment. Every year they can arrange a competition and
filter the best fresh graduates from all over the country just as many other companies like
British American Tobacco do.
5. We all know that training is an investment for the organization, not a cost. From the
analysis, training proved to be an important factor for UCB's organizational performance.
Hence, UCB should emphasize on their training program to a great extent. UCB should
give proper formal training in different areas to their employees so that they can increase
UCB’s performance through increase of their individual performance. Specially, in
internet banking, UCB’s employees might need immediate training at any point of time.
UCB should have that proper infrastructure to provide their employees those necessary
training.
6. Performance appraisal is also an important matter for Human Resource Department of
UCB. It is not that much of time consuming, so it won’t hamper regular activities of the
employees. The result of performance appraisal is well proven. It will also make room
for the employees to give opinion on overall organizational matters. Thus Human
Resource Department of UCB will be able to provide the opportunity for employee
participation.
7. Since compensation feature of jobs at UCB is the strength of the organization, still they
should be proactive about keeping up this practice. What they can do in this regard is that
they can establish performance based compensation plans. It will help them motivate the
employees to a great deal. It should also be more vigilant about applying these plans in
each employee level. They should provide precise remuneration to every level of
employees.

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Conclusion:

United Commercial Bank Limited is one of the pioneer private banks of the country and
has created sense of mass participation through its diversified activities over the last 28 years.
UCB wants to give best service by the best employees of the commercial banking industry.After
doing research on UCB’s HRM department, we have found important insights about the
organization how they manage their employee affairs. UCB has some brilliant features of their
HRM department, however, there is enough room for the department to improve as well. If we
look at the industry leaders in commercial banking sector in Bangladesh, we find the key to their
success is their people, the employees who take the organization ahead. We should keep in my
mind this famous saying that, Success of business relies on its people, its employees. Hence,
UCB can be more proactive in terms of employee management more efficiently. This will not
only increase UCB’s productivity, but also take UCB far ahead of their competitors.

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APPENDIX

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 Interview excerpt

General Information

Name of the participant: FerdousAra

Designation: Executive officer

Current Branch: Gulshan branch, United Commercial Bank, Dhaka.

Department: HRM

Educational Qualification: MBA (Dhaka University)

Team Aces: Good afternoon Ma’am. We are here from North South University. Thank you for
allowing us the opportunity to interview you.

FerdousAra: Welcome. Hope you are having a nice time.

Aces: Yes ma’am. We are here to interview you on different HR functions of the company you
work for (United Commercial Bank).This interview is solely taken for a part of our Human
Resource Management Course. For your flexibility these are few terms and conditions you
might have a look at.

FerdousAra: You may proceed. You are also allowed to record the whole conversation.

Aces: That’s so nice of you. Ma’am would you like to tell about the company you work for?

FerdousAra: Well, UCB is a commercial Bank which is a service organization. It is one of the
leading banks in Bangladesh. Branches are there overall Bangladesh. We are opening new
branches where it is needed.

Aces: Since you are in HR dept. would you tell us about the major HR dept. and its functions?

FerdousAra: Our dept. takes care of all the employees who work for UCB. HR dept. decides
when to compensate the employees, when and where to transfer them. It’s all about their
betterment.

And talking about functions mainly 4 functions are performed. We categorize these as Staffing,
Compensating, Learning and development, Disciplinary.

Staffing is mostly about recruitment, Compensating is providing benefits to the employees, L&D
is all about developing and teaching employees without experience, disciplinary actions are

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there to run the organization with discipline, and these are Operations activities which conduct
day to day smooth operation.

Aces: What are the core values of HR dept.?

FerdousAra: Speaking of core values, UCB bank is a renowned organization so recruiting right person
for the right job is important. We do exactly that. In the private banking sector UCB Bank is well known
for recruiting process. In terms of experienced employees who have worked in this sector and wants to
join UCB, we try to make the process as simple as possible.

Compensation is another important factor for us. We try to compensate the employees so that they can do
their duty with more flexibility and comfortably.

Aces: In HR dept. who are the leading persons currently?

FerdousAra: Our highest rank in HR dept. currently is DMD (Departmental Managing Director) Mr.
AifQuadri is currently in charge. He used to work for AB Bank.

We also have Mr. MD. Mia Kamrul Islam who is in the post of AMD (Additional Managing Director). He
is a well reputed figure in Banking industry with an experience of working for Bangladesh Bank.

MS. Shereen Sultana is our senior executive HR manager with a vast experience.

Aces: Please tell us about your particular strength, weakness of your dept.?

FerdousAra: Compensation is one our strengths, we have also introduced PIMS (Personal Information
Management System) which is still very new in the industry, and in case of many banks it is not
introduced. Our work efficiency is another strength.

There is not that much of weakness but we need to work on our grievance procedure.

Aces: Do you see any opportunity adoption of which will benefit your company? And any threats that
your company might lag behind?

FerdousAra: Online banking and new technology in banking’ we need to work on this. In the coming
days, everything will be online based. So this is an opportunity. For the time being we don’t assume that
much of a threat since we are efficiently doing our job. As said earlier, grievance policy is in our mind, so
we need to work on it.

Aces: Are you taking any actions?

FerdousAra: Yes. The management knows when to introduce it but process is going on.

Aces: Are all the HR functions have been working with the overall organization goal of UCB?

FerdousAra: Yes, very much! Though only 11 of us are working for HR dept. but at the same time we are
taking care of 4000 employees, this shows how efficiently we have been operating. Our overall aim is to
establish mission, vision, and at the same time meeting the market demands.

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Aces: Have you been using any particular HR technology in your dept.? If you are why and is it bringing
any benefit?

FerdousAra: We have introduced PIMS (Personal Information Management System) which is linked with
HRS (Human Resource System). These are all online based application. Each and every information of
all the workers is updated here on their profile. Their work hour, their salary, bonus etc. Earlier it used to
take longer time to notify both the parties through registration, ledger book etc, now we are saving time
and we are more efficient.

Aces: Has UCB been using any social media as promotion/announcement in the form of Facebook,
twitter?

FerdousAra: No there is not any official account of UCB. Our authority along with marketing dept. has
been working to make sure people are aware about the fake accounts out there

Aces: Would you use any particular technology in HR dept.in future?

FerdousAra: We tend to use all the technologies available to improve our performance. For example we
are using PIMS. If anything is available we will surely adopt that, if the technology goes with hand on
hand.

Aces: Would you please tell us about recruitment process?

FerdouseAra: We publish job circular in the daily newspapers and job sites and invite candidates. Then
expected candidates are required to seat for an exam if they are fresh graduates. For senior level
management, only interview/viva is required. Fresh graduates are required to face viva if they are
selected. However, grade points in educational career, educational institutions are few criteria.

Aces: Finally Ma’am, would you like to add something?

FerdousAra: UCB has a reputation throughout the country and since it has commercial service
worldwide, the employees need to be perfectly selected, and well maintained. HR dept. has been doing it
efficiently. The technologies are supporting overall organization.

Aces: Thank you Ma’am. It was really helpful.

FerdousAra: It was a pleasure. Wishing you all the best. Thank you.

Interview conducted by:

AnikHasanShakil.

EmranQuader

Tuhin Peter Gomes

On behalf of

Team Aces.

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