North South University

Final Report On
United Commercial Bank Limited (UCBL)

Course Code: MGT 351.1

Date of Submission: 1st December, 2016

Submitted To:
Mohammad Monzurul Islam Chowdhury
Lecturer, BBA Department
North South University

Submitted By:
NAME ID

Rashedul Haque 073117030

Rahat Khan 1311661030
Nur E Jahan 1230011630
Noshin Tasnim Othoi 1431039030
Mushfiqul Mohin Dolon 1231228030
Nahul Arefin Anik 1430629030

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 Executive Summary

As we all know, United Commercial Bank Limited (UCBL) is amongst the

most profitable bank in Bangladesh; and to be in that position an organization
must have access to strong communication network and methods. This research
has been entirely based on the HRM (Human Resource Management) process of
UCBL. The sole purpose of this project has been to figure out the process of HR
(Human Resources) department which are followed inside the organization.

In order to collect the data, we had to conduct an interview with an Executive

Officer who was from HR department of the organization first. Questions were
strictly related to the relevant topic and to the point. Here we collected
information regarding organogram, details about recruitment and selection
process, training and development opportunities, compensation and benefits.
Use of SHRM and strength, weakness, threats, opportunity for HRM
department

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 Table of Contents:

Introduction 4

Major services 4
Mission & Vision 4
Organogram Chart 5
Recruitment & Selection Process 5

Recruitment Process of UCBL 5

Job Requirements 6
Sources of Requirements 6
Selection Process 6-7
Orientation 7

Training & Development 7-8

Opportunities

Types of training 8
Employee training method 9
Compensation 10-12

Use OF SHRM 12

HR scorecard 12-13
Value Chain 13
Value Chain chart 14
SWOT 15-16

Recommendation 17

Conclusion 18

References 19

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HRM Department

Introduction:
Under the Companies Act. 1994, United Commercial Bank Limited started their journey as a
public limited company. Till the mid of 1983 The Bank started its commercial operation. Till
then the bank has been able to establish a huge networks of 148 branches. They have one of
the largest networks among the first generation banks in the private sector.  It has authorized
capital of Tk. 10,000 million and paid up capital of Tk. 4010.Now it is one of the largest
commercial banks in Bangladesh. This success is due to some dynamic and reputed
entrepreneurs and also a great participation by the Government. UCBL always want to
deliver firm contribution along with government to develop the economic condition of
Bangladesh. The Bank has already made a great recognition in private banking section in
Bangladesh through for its outstanding services. UCBL expanded its area in different
segment of banking like SME, Off-shore Banking and Remittance. They provide various kind
of services of modern era of banking like traveler’s checks, credit card system, online
banking etc. for the customers.

Major Services:
UCBL has introduced a unique service called SMS Banking Service to its customers. So the
bank comes to your palm-top instead of rushing to the bank. UCBL issues ‘Travelers checks’
for its customers who are willing to travel abroad. They also have online banking and credit
card systems service for their valued customer. They offer three types of cards with varied
facilities which are Classic, Gold and Pink. Another extra ordinary one is Credit Card for
Ladies. In all UCBL major branches provide the service of locker system to keep
valuables. UCBL provides One Stop Service for deserving clients and thus provides a fast
service to them. The Bank has expanded their versatilities in the banking system to cope up
with the era of banking like Retail Banking, SME Banking, Corporate Banking, Off-shore
Banking, and Remittance etc. Besides various deposit and loan products of Retail Banking,
the Bank caters export and import loan to deserving candidates which in turn helps the
overall economy of the country through increased earning of foreign exchange.

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

Vision:
"To offer financial solutions that create, manage and increase our client’s wealth while
improving the quality of life in the communities we serve"

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Organogram of UCBL

President of
HR

Vice President
of HR

Manager of
Manager of Manager of Manager of Manager of
training
employment compensation safety labor relations
department

Compensation Employee
Recruiters Clerks Safety analyst
analysis councilors

Trainers

Recruitment & Selection process

Recruitment Process of UCBL

Recruitment Process is by a wide margin the most vital component of an association. This is
especially valid for UCBL because of the nature of their business which is service oriented.
The achievement of a bank depends generally on the nature of administrations and quality of
service offered to the customers. Quality relies upon the capability and the nature of officers
and officials. There for the selection and recruitment process should be thorough and well
structured.

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Job requirements:
Academic qualifications: Applications should have been 4 years graduation in
Finance/Marketing/Accounting/Management/Banking/MIS/Statistics/Mathematics/Ec
onomics/ English/IR/Law/Engineering (EEE, Civil, Mechanics, Computer science,
IT)from UGC approved reputed University (DU,JU,NSU,BRAC,AIUB,MIST,IUB)
with at least CGPA 3.00 out of 4.00 or first class candidates should have minimum
GPA 4.00 out of 5.00 in SSC and HSC levels or minimum “B” in “O” and “A” levels.
Strong computer skills in MS office.
Proficiency both in Bengali and English.
Age not over 30 years.
Willing to work anywhere in the country.

Sources of Recruitment:
There are 2 major sources of finding aspiring candidates they are:
1. Internal Sources:
To encourage existing employees, the HR department posts job openings and circular in the
company’s website as well as in house notice board. Existing employees are eligible for
recruitment as long as they fulfill the position requirements. All of the candidates go through
the same evaluation and selection process regardless of their current company position to
ensure fair selection process.
2. External Sources:
For external sourcing if the company is looking for Senior Managers and Above Positions
they usually conduct an executive search. But for managers and below positions UCBL uses
mainly advertisement in reputed newspapers. Also they use internet job sites. Campus
recruitment programs such as job fair in various top universities. All of the recruitment
activities, job posting, and employee referrals are handled by the HR department. All
prospected candidates have to go to the company website and log on and then complete an
application form which is part of their UCB e-Recruitment System.

Selection process of UCBL:

The selection process will be purely on merit basis. After the schedule is set, every applicant
will have to sit for a competitive written test. The questions are asked from general subjects
such as English, mathematics, general knowledge and critical thinking. Sometimes
economics or accounting questions are asked depending on the job. The exam papers are
prepared and checked by teachers from IBA (Dhaka University) and they are also in charge
of the exam moderation.

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To be eligible for the interview the candidate must earn the minimum requirement of 50%
mark in written Test. Total number of selected candidate for interview is determined by the
selection committee but it is usually four times the required available position. The
appointment will be made according to requirement on the basis of a panel to be prepared in
order of merit by the Recruitment Committee and after approval of the competent authority.
If the preliminary interview is successful, the selected candidates have to face the final
interview. For the interview, the candidates are evaluated in the following criteria:
Appearance and Attitude such as dress up, grooming, body language and eye contact,
assertiveness
Interpersonal Skills such as communication, language, expressionism.
Confidence, Enthusiasm, Personal selling
Creativity and situational knowledge.
Basic knowledge about job and some theoretical knowledge.
After all the interviews and exams are over the candidates have to undergo a medical test
which is conducted by the banks approved physician. This is to ensure the physical and
mental status of the candidate. Lastly the references are follow upped and checked and a
background check is conducted for all the possible applicants and finally if a candidate passes
all the criteria then he will be offered the job.
The Company maintains an employee ratio 1/3 as female employees and there are also some
opportunities for disabled, female and Transgender candidates in certain situations. These
things factor in when selecting a prospective candidate for employment.

Training & development Opportunities

Orientation:
Employee Orientation in UCB: United Commercial Bank Ltd. arranges its orientation
program in a very formal way. The newly selected employees are invited at the corporate
branch of UCB which is situated at Gulshan. This orientation program is hosted by a
specialized committee called CDMC(CORE DECISION MANAGEMENT COUMMINTY)
Here the new employees are informed about their job objectives, job goals, job
responsibilities, job hours and the rules and regulations to follow. They are also informed
about what actions would be taken if they violate these rules. They are provided with a
handbook manual which cover up the organization orientation of this bank. From it the
employees get to know about the company’s history, culture, philosophy, goals, procedures
and rules. It also includes the HR policies of the bank.

Training and Development:

United Commercial Bank Ltd always focuses great emphasis on training and development of
its employees. That’s why UCB has its own training institute called ‘Learning and
Development Center of UCB’ headed by Mr. Ahmed with a handful of dedicated HR people

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who are arranging training programs for employees of UCB. United Commercial Bank Ltd
believes that employees must provide better service if they are trained well. The HR
department wants to ensure a dedicated team of well-trained employees who can serve the
customers as well as the bank by their expertise. Different types of trainings are offered to the
employees according to the bank rule. Most of them are regarding banking activities and the
trainings are well structured.
After the orientation program UCB provide both management trainee officer and
probationary officer with foundation course in which it covers the general and specific
training of the bank. This training is about the task that the organization has to handle. And
this training is about 30-45 days .After the training both probationary officer and
management trainee officer assigned with their specific task which they are going to perform.
And the tasks that are assigned is mainly based on their performance ,which is measured by
their supervisor in terms of interviewing the trainee daily at the end of the day and even
the trainees are asked to provide a weekly or monthly report. UCB also offer both
management trainee officer and probationary officer to do BIBM (Bangladesh Institute of
Bank Management) training which are conduct by BIBM itself.

Types of training:
There are two major types of training that this organization provides. There are General
Training as well as Specific training.
General Training involves the following:
Foundation Course
General Banking
Banking Laws and Regulations
BASEL-II implementation
IT securities and information systems in Bank
Customer Service Intelligence
SBS I, II, III
Cash Management
SWIFT
Workshop on problem solving as per department requirement
Internal Control Risk Management
Foreign Exchange Regulatory Act- 1947
Basic Accounting Concept for Bankers
Assets, liabilities Risk Management
Specific Training involves the following:
Foreign Trade Payment and Finance
Credit Management
SME Banking
Anti-money Laundering Policies and Implementation
CIB reporting

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 Credit Risk Grading
CRM Manual
UCPDC- 600
Prevention in Malpractices in Bank
Retail Banking
Treasury Operation
Housekeeping

Employee Training Method:

On the Job training:
After joining the separate Departments
representatives must obtain their job and
position Descriptions and experience the on-the-
job training process. In this process workers
figure out how to carry out their jobs by actually
performing them. They get help and advice from
their peers and supervisors to ensure satisfactory
performance in the form of Monitoring and coaching. And on the job training is also provide
to current employee if there are any certain changes in terms of technology enhance.

Job Rotation: In United Commercial Bank Ltd the employees move to different
positions in an organization in an effort to expand their knowledge, skills and
abilities. For example, an employee who previously worked in the accounts
department might be rotated to foreign exchange department.
Experimental Exercises: Sometimes employees participate in simulations, role
playing and other face-to-face types of training.
Classroom training: In UCB, there are well equipped classrooms where employees
get to attend lectures designed to convey specific information

Off The Job Training:

Outsourcing: United commercial bank offer off the job training for the both MTO
manager and probationary officer when BIBM conducts a training session because
of update on specific task (like it could be foreign trade or credit management) and
for this purpose UCB send its employees to learn those updated task. This kind of
training mostly held at the end of each year.
Need based/ on demand training: It is determined after assessing employee current
knowledge and deficiency of knowledge and after that the employees are engaged
with specific training programs according to their needs. And the employees are also
trained in order to acquainted with the latest trends and advancement in the field of
technology and product innovation

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 Internship: Every year, United Commercial Bank recruits students from well-known
universities in Bangladesh who are further hoping to land permanent position in the
company. UCBs understudies and internship give them a chance to increase their
hands-on experience that gives them a chance to put their knowledge and education to
use. After the internship period, students are offered jobs based on their performance
and academic accomplishments.

Compensation & Benefits Packages:

Compensation and Benefit:
Salary Structure: Refer to the Salary and Remuneration Package Structure for Supervisors
and Executive Staff of UCBL for details regarding the structure of salary and allowances for
different units under UCBL

Revision of Pay Elements: The compensation structure may be revised, if necessary, with
the approval of the Director, Admin/HR, and Head of the Dept., Finance and the Chief
Executive.

Employee Compensation Records: Employee Pay Records are maintained by the Personnel
& Admin Department for Workers and Supervisors and by the Human Resource Department
for the Executives.

Basic Employee Benefits for Permanent Employees:

Employee Welfare Fund: Employees used to contribute an amount in each month and
organization makes it beneficial by doubling the amount after the year. And whenever
employee have any medical or health issue organization steps forward for the employee
welfare.

Provident Fund: The Company's Provident Fund is a funded scheme. All confirmed and
permanent employees are entitled to be members of the Provident Fund. The employee
contribution, equal to 10% of the basic salary, is deducted each month through the payroll.

Bonuses: All confirmed Permanent employees of United Commercial Bank Limited are
entitled to one Annual Bonus each equivalent to “Basic Salary” under some conditions.
*United commercial bank used to give a flat 5% bonus to all employees in terms of
overall revenue.

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Accommodation: The Bank on the basis of requirements and availability provides
accommodation to UCBL. Top executives at their own established facilities in Dhaka city.
Outside the Dhaka city, the Bank provides expenses for the accommodation.

Utilities Allowances: The Accounts Department will make compensation payment to the
employee within 30 days from the date of submission. Telephone bill has to be forwarded to
the HR department, and then they forwarded that bill to IT department, so payments can be
made by the company, if it is in the name of the Bank.

Medical Benefits for the Executive Staff: The bank will compensate the cost of authorized
medical treatments in Bangladesh including hospitalization, surgical and childbirth subject to
the conditions mentioned here. The Bank reserves the right to approve the Medical
Practitioner consulted.

Car Purchase Scheme: Board of directors is entitled to 24 hours company paid

transportation. The company also pays for the fuel at cost, Driver’s salary, and for all
necessary maintenance/repair and administrative cost of the vehicle

Loan Scheme: All employees are eligible to any purpose loan provided they have served the
organization for 2 years.

Leave Entitlements:
Basic Leave Types: All Permanent Executives of the Bank are entitled to various types of
Leaves that are calculated based on calendar year and prorated from the date of joining the
Bank's service for the first year. Leave entitlements of expatriate (Contract) employees shall
be governed by their respective terms of employment with the company specified in the
Appointment Letter

Casual Leave: Entitlement to casual leave for the Executive at Head-Office and Branch
Site, it is 15 days based on each calendar year. The employee is entitled to exercise Casual
Leave from the very next day of joining; though the Casual Leave is pro-rated for the balance
period of the year counting from the joining date. Casual Leave can be taken with Weekends,
Public Holidays, Earned Leaves, etc. but be limited to only 3 days.

Sick Leave: Entitlement to Sick Leave for the Executives at Head-Office and Branch Site it
is 15 days on the basis of each calendar year. The employee is eligible to exercise the Sick
Leave benefit from the date of his/her joining. The above entitlements represent the

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maximum number of days Sick Leave that an employee can avail in a year. If an employee is
sick on Weekend or on a Public Holiday, that day will not be counted as a sick day and the
number of Sick Leave taken out of his/her allocated days will be excluding those days.

Maternity Leave: Married woman employees are entitled to Maternity Leave benefit as per
"The Maternity Benefit Act, 1939". The period of Maternity Leave shall be 84 actual days of
absence which shall include the Public Holidays and Weekends (non-working days) and
including the day of delivery. The entitlement to maternity leave is to be availed as follows:
Six weeks or 42 days immediately preceding and including the day of delivery.
Six weeks or 42 days immediately following the day of delivery.
A woman shall not be entitled to maternity leave unless she has been employed by the Bank
for a period of not less than nine months immediately preceding the date of delivery.

Study Leave: An Executive may be granted Study Leave, with or without pay, entirely at the
bank’s discretion, once s/he has been in the bank for at least one year. Study leave is
normally granted if the course of study which the employee intends to pursue is likely to
benefit the Bank’s operations. Study Leave can be given for up to a maximum period of two
years.

Use of SHRM

The organization we are working on is a bank and like any other organizations, a bank also
follows its own Strategic Human Resource Management tactics. SHRM means building a
workforce that will satisfy the corporate and business strategies as required. Building such
workforce needs training and supervision so that specific strategic tasks can be performed.
UCB (United Commercial Bank) has such training program which is both on the job training
and off the job training. With off the job training program there is various outsourcing
training institution such BIBM (Bangladesh Institution of Bank Management) comes into
play. Since the specific strategies are kept confidential for the sake of security, we will focus
on general strategies which are more common to all organization, especially in banks. In
UCB the senior and mid-level executives get a chance to get trained in the BIBM, but for
most of the junior level officers the banks have their own training place. They are trained to
those specific categories which are vital to fulfill the strategic purposes. That is why the
human resource management of UCB Bank put their training focusing on to how their
workforce should skilled at. Some common strategies are at this time are knowing the ethics,
competent communication skills, the very philosophy that lies at the core of the mission and
vision, coping with the globalization nature of financial institution etc.

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HR Scorecard:
Not only setting standards and training will fulfill the purpose of strategic human resource
management. The performance should be measured and UCB bank follows its own technique
to measure the performance and check whether or not the performance level satisfies the
expectation. This should be kept in mind that scorecard links the performance with the
strategies. Since the measuring technique of structure is confidential, we will discuss the
general system without the details of the technique.
In UCB, they follow two types of measurement for performance, one is for each and every
single personnel and the other one the branch as a whole. In the personnel performance
measurement sheet, they put emphasize on the delivery speed of a task, timeliness,
competence in decision making, amount of loan one can sanction and of course on
communication skill. Now on each one of these vital points they put values which only they
allocate as they find it fits.
Now, even though they complete the result of measurement, it is rechecked to see whether or
not there are some bias and mistakes that can mistakenly show ones performance skills high
even where it is not. Among the variables on which they put values and percentiles, there are
variations can be seen from bank to bank.

Value chain:
Value adding activities that are taken by UCB bank, to name a few are giving scholarship to
the poor students from all over the country, donation for mega constructions like bridge and
highways, helping the struggling family of the employees or low level workers in the bank,
and giving special treatment to special clients. On the top of all, they fulfill their corporate
social responsibilities like raising awareness on special issues for the sake of all people. In
the process of adding values to the organization as a whole the HR maintains customer
satisfaction on their service which helps to building customer loyalty but before that they try
to make their employees satisfies through some of the benefits mentioned above and with a
satisfied employee group it comes employee loyalty and together they can produce a quality
service to the customer and the cycle repeats itself.

The value chain chart of UCB Bank.

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 Primary Activities

Marketing Sales Products Transaction

Marketing

1. Advertising 1. Acquisition 1. Funding’s. 1. Payment.

2. Branding 2. Offering 2. Investment. 2. Trading.
3. Sales Support 3. Account 3. Services. 3. Clearing &
And security deposit. Settlement
4. Contract Management.

Human Resource Management

Higher Pay, Performance management process, Recruitment, Appraisal, Compensation

General Administration
Accounting, safety and maintenance

Technology
ATM’s, Mobile Banking, Phone Banking, Automation of policies.

Supporting activities

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SWOT analysis of The HR Department

SWOT analysis is very important to know about any organization or any particular
department of an organization, as it provides with clear idea about the organizations/
department’s strength, weakness, opportunity and threat.
The SWOT analysis of the HRM department of UCB is as follows-
Strengths:
Friendly work environment: UCB ensures an incredibly friendly working
environment for all the employees as well as the ones in HR department. They
practice more flat power structure. Employees are encouraged to give their own
suggestions/opinions. This work environment helps the employees of HR department
to stay active and strengthens their motivation.
Active and enthusiastic HR department: UCB maintains a very strict policy about
day-to-day work schedules. Nothing is allowed to be kept as pending. Employees of
HR department are instructed to complete their assigned work within specific time.
This practice helps the organization to complete their annual report within December-
January where many other banks takes much longer time than that.
Yearly Promotion: Unlike most of the other banks in Bangladesh, HR department of
UCB ensures yearly promotions for all the employees, if they are proved to be
qualified through evaluation. This helps to keep the employees motivated towards
their responsibilities and do even better.

Weakness:
Succession plan: The HR department of UCB has to work more on their succession
plans. Succession plans are made to find out future leaders from the young candidates.
So far the succession plans were not effective enough for the HR department of UCB
in case of finding possible future leaders from the young candidates, as the plans have
some major lacking that needs to be fixed.
Training program: The HR department has to develop better training program for their
current employees. The current HR training program needs to be developed a bit
more, so that they can make sure that their employees are motivated enough. Many
other banks are already operating much better training sessions for their existing HR
employees. UCB needs to emphasize in the improvement to stay in the race as well.

Opportunities:

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 Newly-promoted mobile banking service: UCB has recently launched their own
mobile banking service called UCASH. They are the second bank who promoted such
service after BCASH by BRAC Bank. Recently Dutch-Bangla Bank has also
promoted their mobile banking service named ROCKET. But overall, this is a unique
feature that most of the other banks don’t have. UCB considers it as their opportunity
to stay in a unique position than many other banks. In this process, the HR department
has recruited many IT professionals and they are going to need more in the coming
future. By hiring more IT professionals, HR department may be able to create a
diversified workforce with a blend of both business and IT professionals.
CBS: CBS or Core Banking System is a process where all branches of a particular
bank are operated using same rule. The head branch initiates the rules and regulations,
and all the other branches follow it. USB is starting that system in their branches.
Because by initiating this system in all the branches, it will be easier for customers to
receive any sort of service from anywhere, the work chain among the employees will
be more fluent and the head office will be able to control the branches more easily
properly. USB believes this will make them more superior than other banks to the
consumers. And if it happens successfully, that will be mainly the achievement of HR
department, because initiating this process will be impossible without a well-
synchronized HR department. That is why operating CBS can be proved as a huge
success for the HR department.

Threats:
Nepotism: The HR department considers it as their threat, not weakness; as it is a
common practice in Bangladeshi corporate culture. The recruitment process is
sometimes influenced a bit by the directors or chairman. But mostly there are
unethical requests or pressure from influential political personals that authority cannot
deny. But according to HR department, this has nothing to do with their internal work
culture.
Competitors: Currently there are 47 banks in Bangladesh, and the government is
giving permission for more. So the competition is getting harder. There is a huge
threat for the HR department of UCB of losing their experienced employees to the
other banks.
Restless political situation: It is a huge threat for any bank. It interrupts regular
banking activities and banks lose customers. So if unstable political situation effects
UCB in a negative way, obviously, being a part of UCB, HR department will be
effected too.
.

Recommendation
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 They should expand the recruitment process to attract a competent pool of candidates
using business-oriented social networking services like LinkedIn to avoid hiring
employees that are more competent.
Express to all employees that your organization cares about enhancing their skills and
wants every worker — whether training or not — to remain competitive within their
skill set.
Ensure that employees know the spec UCB purposes for their training and how they
connect to larger organizational goals. Remember to award those who perform well.
An HR counseling cell can be established by the HR department to provide
counseling and information to the employees regarding to HR issues. This will
certainly increase the motivation and confidence level of the employees.
Modernization and revision of the HR policies and strategies are indispensable for any
organization as the world is getting more diversified day by day. The HR department
of UCB limited. Should continuously monitor the changes happening around and
adjust the policies to match the changed scenario.
The work space in UCB’s head office is very transparent although it promotes ethics
in the work environment but it takes away some aspects of privacy causing an
uncomfortable situation. This matter should be taken under consideration.
Increase the promotional appearance frequency in the electronic media.
Increase the insertion frequency in the print and online media.
Should follow-up on the basis of market response research.
Should adjust/modify on the basis of the follow-ups.
Should concentrate on the current rules & regulations.
The employee promotion criteria should be based on both the experience and
performance.
Before ending probationary period HR department should keep contacts that are more
frequent with the line manager to ensure the new employees are on the right track.
The overall revenue increment which is currently 5% can be increased to motivate
employees more and that increases the chance of be market leader within shortest
possible time.

They should promote Ucash more frequently and ensure the agents benefit.

Conclusion

It is widely accepted that credit is the main phenomenon in economic progress and banking
17
system plays an important role on this process. To get the rapid economic development the
proper utilization of bank’s fund is required. Financial intermediaries like bank can play a
vital role in order to rise the financial resources because of their ability to tap resources from
a wider spectrum of people and diversified nature of their operations. Banks’ ability to make
a positive contribution in igniting the process growth depends to a great extent on the way the
banking funds are invested. It functions as a catalytic agent for bringing about economical,
industrial and agricultural growth and prosperity of the country. United Commercial Bank
Limited has a vision and mission to develop the economic condition of Bangladesh by
providing effective, innovative and technological based banking and financial product in
financial market. However, in every country’s economy in the world financial sector is highly
regulated. However as the united commercial bank limited has a vision and mission to do
something innovative, therefore, the united commercial bank limited people are trying to be
different from another bank and that can be the quality & efficient management of the
financial product of the united commercial bank limited. To fulfill their mission and vision
UCBL has a very strong and strict system of recruitment, continuous training to build up
skills of the employee to be efficient and good corporate environment.

References:

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 Annual Reports of United Commercial Bank Limited. (Five years).

www.bangladesh-bank.org

www.ucbl.com

Interview with Ferdous Ara

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