EXECUTIVE SUMMARY:

This report reflects the human resource management issues of NCC Bank. This report basically
focuses on how the Human resource department of NCC Bank works and manages the existing
issues. This report shows the recruitment process, selection process, training and development
process and the benefit plans of NCC Bank.
This report further explains how the analyzing or integration was done by using the theories of
Strategic Human Resource Management (SHRM) that we have come across while doing our
MGT 351 course and the information on HR practices of NCC Bank that was taken from the
interview with the HR Specialist of NCC Bank Limited. We tried our best to integrate the
theories of Strategic Human Resource Management (SHRM) in the context of NCC Bank.

INTRODUCTION:
Actually Human Resource Management is concerned with the human resource element in
management. Since every organization is made up of people, obtaining their services,
developing their skills and motivate to high level of performance and ensuring that they
continue to maintain their commitments to the organization; these are the primary tasks or
priorities of human resource department and are essential to achieve organizational objectives.
Human Resources is a business field that actually emphasizes on maximizing efficiency and
effectiveness of their employees. Human Resources professionals actually manages their
employees by implementing policies and several processes. They can be specialists focusing on
recruiting, training, employee relations or benefits. Recruiting specialists are in charge of finding
and hiring efficient employees. Training and development professionals ensure that employees
are trained and have continuous growth. This is done through training programs, performance
evaluations and reward programs. Employee relations deal with concerns of employees when
policies are broken, such as harassment or discrimination. Someone in benefits develops
compensation structures, family leave programs, discounts and other benefits that employees
can get. On the other side of the field are Human Resources Generalists or Business Partners.
These human resources professionals could work in all areas or be labor relations
representatives working with unionized employees. Businesses are moving globally and forming
more diverse teams. It is the role of human resources to make sure that these teams can
function and people are able to communicate cross culturally and across borders. Due to
changes in business, current topics in human resources are diversity and inclusion as well as
using technology to advance employee engagement.

METHODOLOGY:
The data needed to prepare this report has been collected from both primary and secondary
sources. We also use qualitative method to make the report. Initially all the group member did
have group discussion several times about the NCC bank to make the report.
Primary Data Source:
Primary data has been collected through structured personal interviews and discussion with
senior vice president and senior principal officer of HRM of NCC Bank Limited. Whenever we
felt for a need to add more information in our report we had contact several times with
respected Senior vice president of NCC bank Human Resource Department .
Secondary Data Source:
The secondary data have been collected through NCC Bank’s official website.

BACKGROUND:
National Credit and Commerce Bank Ltd. bears a unique history of its own. The organization
started its journey in the financial sector of the country as an investment company back in
1985. The aim of the company was to mobilize resources from within and invest them in such
way so as to develop country's Industrial and Trade Sector and playing a catalyst role in the
formation of capital market as well. Its membership with the browse helped the company to a
great extent in these regard. The company operated up to 1992 with 16 branches and
thereafter with the permission of the Central Bank converted into a full-fledged private
commercial Bank in 1993 with paid up capital of Tk. 39.00 crore to serve the nation from a
broader platform. Since its inception NCC Bank Ltd. has acquired commendable reputation by
providing sincere personalized service to its customers in a technology based environment. The
Bank has set up a new standard in financing in the Industrial, Trade and Foreign exchange
business. Its various deposit & credit products have also attracted the clients-both corporate
and individuals who feel comfort in doing business with the Bank.
Their mission is to-

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

relationship.
 Providing long lasting solutions that combining our cutting edge technology, experience
and financial strength to our clients and stakeholders.
 Creating a cohesive and friendly environment where customers and our people can
excel.
Their vision is to-
Become one of the most adorable commercial bank in serving the nation as a progressive and
socially responsible financial institution by bringing credit and commerce together for increased
shareholders value and sustainable growth.

INTERPERSONAL LEADERSHIP/TEAM LEADERSHIP:

INTERPERSONAL RELATIONSHIP:
Interpersonal relationship is a strong, deep or close association between two or more people
that may range indurations from brief to enduring. It formed in the context of social, cultural
and other influences.
In HR department of NCC Bank or in the overall organization they maintain highly professional
interpersonal relationship among employees and employer in all departments. They also
maintain a very good culture and environment in the working place. They maintain a very
friendly and cooperative working environment by following their code of conduct. Their way of
communicating or share their own idea or suggestion with their senior level employee is very
flexible and easy. Managers appreciate the employees who share his/her idea without any
hesitation on a particular decision which help employee to work more effectively and
attentively.
They also organize counseling session program for the employer or employee to share their
own problems and to find the solution which specially help them to make stress free and
depression less.

TEAM LEADERSHIP:
A team leader is someone who provides supervision, instruction, direction and leadership to a
group of other individuals for purpose of achieving a key result or group of aligned results. The
team leaders monitor the quantitative and qualitative result that is to be achieved. The leaders
often work as a member within the team, carrying out the same rules but with the additional
“leader” responsibilities.
NCC bank have very familiar & friendly working environment and there are many team for
specific work. For example, at the end of the training program the supervisor formed some
team with two or three members in each team with a leader and gives them an official task to
do. After the result based on the task, supervisor reward the team who perform well.

RECRUITMENT:
The NCC bank has been successful in recruiting quality people and retaining talents from the
day of the inception. The Bank actively pursues hiring the “best fit” according to business need
and respecting organizational values through proper human resource planning, using effective
assessment methodology.
The organizations main objective of recruitments are to attract, select and employ the most
suitably experienced and qualified applicants, Follow the recruitment policy of the bank, Ensure
every steps of selection when and where needed, Ensure transparent, task oriented, unbiased
and merit based selection, Determine present and future requirements of the organization in
conjunction with its HR planning and job analysis activities by increasing the pool of job
candidates at minimum cost efficiency.

RECRUITMENT PROCESS:
The Human Resources Division handles all matters relating to recruitment and selection of
employee. For recruitment of Probationary Officer (MTO), junior officer in probation generally
goes for press advertisement in national dailies and their website.
Other sources of recruitment:

 Employee referrals (for executive posts)

 Job posting on the internet

RECRUITMENT OF OFFICER AT ENTRY LEVEL:

For a new position each Department follows the following procedures:

 Requirement of Manpower of different Department and all branches with justification

 When a new position needed to be created, then the HR head will submit a request to
BOD for approval with proper justification attaching with a detail job description.
 Upon the approval of Board of director, HR recruitment process will begin.
 All new appointments must be accordance with the approved department budget and
must be approved by head of HR and the Board of Directors.
 Finally HR Head, MD will decide what types of skills are required.
 They will give advertisement in the newspaper.

EXISTING POSITION:
Human Resource Division play the main role to determine the total manpower requirement
Of the bank. To meet this, the department collect data from all departments of Head office and
All branches regarding their requirement of different expert personnel

 Again, different divisions of Head office and branches inform their requirement to HR
Department.
 HR Department analyze the collected data and sort out the skill and experience
recruitment of Manpower.
 From the CV Bank, they call the required person for VIVA VOCE
 After the VIVA VOCE the selected personnel follow the same procedure same as to the
entry level position.
Sources of recruitment: NCC Bank uses internal and external both sources for recruitment.
In many case, they use internal source for top and middle level management and external
sources for bottom level employees.
Internal sources: For internal sources those are recruited who are experienced and have
good knowledge over banking. Top level management like executives is recruited through
referrals and verbal test because they will work for the goal of the organization.
NCC Bank offers internship programs to individuals who are about to get graduate. They
give an opportunity to get involved with their corporate environment to learn and
experience work life. Promotion can be used as an effective tool for recruitment as it can
serve the internal purpose for recruitment within the organization.
External Sources: External sources are, Job fair, Newspaper advertisement, Job portal,
Website advertisement, CV bank, Linked in etc. They post a notice for recruitment in their
website, and also give the notice to many job portals like BDjobs.com, Dhakajobs.com. They
take help from third party like IBA, BIBM etc.

SELECTION PROCESS:
Selecting and Testing:
Test method: NCC bank usually divides their candidates in three different criteria for
selection process. These criteria are the top-level candidates, middle level candidates and
candidates for the bottom level spots. For the selection of the top-level posts NCC Bank use
verbal test. On the other hand, for the selection process of the middle and bottom level
posts Union Bank uses written test as well as verbal test or interview. Now, we will discuss
the selection process of candidates for NCC Bank for all the three criteria of candidates.
• Top level candidates: For the top-level posts NCC bank usually select candidates with
who has a lot of banking experience. That’s why NCC bank only uses verbal test for the top-
level candidates during the selection process. By personality test they measure the basic
aspects of the applicant’s personality like introversion, emotional stability, agreeableness
etc.

• Middle and Bottom level candidates: For the candidates of the lower posts NCC bank
use both written test and personality test. For the written test, they ask some basic
questions and if the candidates pass this test then they go for interview.
Selection process: NCC bank uses different selection process for different level of
candidates. The selection process for different level of candidates is discussed below-
• Top level candidates: For top level candidates’ NCC bank only uses interviewing. It’s
because the candidates NCC bank selects for Top level candidate are all experienced
personals. By interviewing these candidates, the interviewers measure different personality
traits of them.
• Middle and bottom level: For the selection process of middle and bottom level
candidates’ NCC bank uses a selection process consisting of four steps. Firstly, the
candidates sit for a written test. The candidates who pass this written test go for the
interview. Then the candidates who do well in the interview go for the medical test. After
getting the medical reports of the candidates the managers in charge of the selection
process appoint the candidates for their post.

TRAINING AND DEVELOPMENT:

Training is the systematic process of providing an opportunity to learn KSA (knowledge,
skills and ability) for current or future job. Training is not only for the newly recruited
employee but also for the existing employee of the organization. Actually it can provide
employee with knowledge and skills to perform more effectively and prepare them more
productive. So, training help to bridge the gap between theoretical knowledge and
knowledge required for the profession.
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.
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, and 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
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)
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.
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.
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.
• 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.

BENEFITS OFFERED:
There are many benefits to working at NCC Group. We care about our employees and we
 reward our employees with competitive salaries, benefits and learning and development
opportunities to help grow their careers.

 
So what’s on offer for an employee?

  25 days holiday entitlement plus paid bank holidays

  Personalized Annual Leave – Buy up to 3 days of additional holiday or sell up to
5 days in any    
           holiday year
  Competitive salary plus bonus and company pension scheme
  Numerous in-house career development & learning opportunities (see below for
more info)
  Save as You Earn scheme (an option to buy ordinary shares in NCC Group plc at
a fixed price   
          (option price) in 3 years’ time
  Give as You Earn – your donations amount to more as they are tax free
  Get fit with our Cycle to Work scheme
  Wellbeing – BUPA healthcare plans, free UK flu jabs and employee assistance
  Childcare vouchers –which benefits from tax & national insurance saving
  Life Assurance which equates to 4x your basic annual salary
  Free Fresh Fruit delivered daily and tea & coffee
  Early finish on the Friday after pay day

Compensation Policy
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.

Bonus and Benefit

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
Eidul-Azha only for Muslims and employees of different religion gets that bonus during their
respective religious festivals. NCC Bank also given another festival bonus in Pohela Baishakh.
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.
Strategic Human Resource Management:

NCC Banks human resource management office is working successfully. This division assumes
a remarkable part to build up this bank. They follow various procedures to hold this continuation
of advancement.

Human Resource Management (HRM) is the term used to describe formal systems devised for
the management of people within an organization. The responsibilities of a human resource
manager fall into three major areas: staffing, employee compensation and benefits, and
defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an
organization by optimizing the effectiveness of its employees.

The strategic human resource management division is taking the bank into new heights. They
enroll the best representatives for this organization. This division is additionally built up its
present human asset for building up worker’s effectiveness. This technique likewise decreases
the need of additional worker. They usually direct the other local branches of this organization.
This division gives preparing project to all representatives that every single worker of this
organization remains in a mode. They additionally rouse every one of the representatives that
they are more pulled in to do work. In one word, this division is the heart of NCC Bank Limited.

The strategic human resource management department of NCC bank limited shifting their
employees on a short-term basis from head office to different local branches to support their
customer services to increase the customer engagement and maximization of profit.

The senior vice president of HR told us about their arrangement of their strategy. They simply
informed us that they will select all new hired employees and some existing employees who need
follow up to develop performance by the upcoming year. They similarly send some
representative or trainer for preparing training program as the part of their strategy. They expect
they can reduce the cost of their organization. He said in regard to their central goal and vision to
us.

RECOMMENDATION:
In the recommendation section we would like to express some recommendation for the NCC
bank HRD includes:- they need to open more branch to compete with other old banks, they need
to put emphasis on internet banking, they has to make proper succession planning to promote
eligible person to the right place, reduce extra workload for the employees (so in this matter they
can increase their manpower), they should improve their performance management system to
track employees performance, they should maintain transparency during recruitment and should
maintain a proper chain of command, arrange co-curricular activities for employees to stress
down the boredom, arrange motivation training for employees to increase efficiency, Extra
benefits should be provided like- overtime, performance bonus etc. Foreign training can be
provided to gain knowledge from diverse culture and work force. So, with this kind of steps they
can increase their productivity.

CONCLUSION:
NCC Bank is rising to be the pioneer of 4th generation banking. Throughout the report, we tried
to gather all the necessary knowledge of a Human Resource department of an organization.
Human Resource department of this bank has been doing well in recruiting, selecting, training
employees, then making them feel comfortable in the office, where the employees can work
comfortably and give it their best performance. NCC Bank also motivates their employees to
work up to their full potential and keep the bank’s standards high in terms of banking service and
delivering customer service. It is very clear from how important it is for an organization to
maintain a highly skilled HR group.

REFERENCES:
WEB REFRENCES:

 https://www.nccbank.com.bd/
 https://en.wikipedia.org/wiki/NCC_Bank

 dspace.bracu.ac.bd/bitstream/handle/.../09104115.pdf
 dspace.ewubd.edu/bitstream/.../Baishakhi_Barua.pdf
 https://www.slideshare.net/.../hrm-practice-in-ncc-

bank-...
 https://www.nccbank.com.bd/index.php/committee

 https://www.educarnival.com/internship-report-on-

hrm-...
PERSONAL REFEREANCE:
Abdullah-Al-Kafi Mazumder
Sr. Vice President
Head of Human resource division & General service division
NCC BANK LIMITED
Monirul Alam
Senior Principal Officer
Human Resource Division
NCC BANK LIMITED