NCC BANK

On

REPORT

COURSE: MGT 351 (Human Resource Management)

SECTION: 11
DEPARTMENT: Management
SUBMITTED BY:

1. Md. Saifur Rahman Bhuiyan ID: 1320249030

2. Adiba Tasmim ID: 1430286030
3. Quamrun Nahar Meghla ID: 1520059031
4. Sawroop Saha ID: 1521442630
5. M.A. Matin ID: 1510517030

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6. Dipa Sultana ID: 1530088630

EXECUTIVE SUMMARY

NCC Bank is one of the leading commercial banks in Bangladesh. It is providing quality service
to the customers ever since it was formed. Their Human Resource Management policy is
considered as a vital player to the success of the company. This department is working
relentlessly to achieve the goals of the company in a strategic way by ensuring well trained and
developed people. The way this department works is quite interesting as they try to find the
perfect match for each position implementing the experience and wisdom of their senior
employees. Their selection process is kept as transparent as possible so that there is no chance of
corruption. This process is performed step by step and each step tests the candidates to see how
well they fit in the organization. The responsibility of The HR department does not end by
recruiting people but also holding the responsibility to train and develop, appraise, provide
benefits, transfer and maintain the satisfaction of each employees.

This department ensures quality service towards the organization by training their employees,
transferring them to different branches so that they can perform based on the needs of the
organization. Generally, the success of an institution depends on how dedicated their employees
are and how free they feel while working; the HR department improves employee engagement
and satisfy their needs. Moreover, it co-operates with other departments to maintain the harmony
of the organization.

Furthermore, this department has a policy to aware the bad performers and provide them
directions. In case, if any employee fails to accomplish that, it can terminate the employees by
showing them valid reasons. Besides, they are also in charge of arranging various
communication based programs like, annual picnic, blood donation programs and many more to
strengthen the bond among the employees. This programs create a healthy environment and
employees feel relaxed by getting a break from their monotonous life.

In a word, this department acts as a mother of an organization that combines all the activities
performed and establishes policies that help to run the company towards success.

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TABLE OF CONTENTS

SERIAL TOPIC PAGE NO.

1. Introduction 04

2. Methodology 04

3. Background information about the company 04

4. Culture of Interpersonal relationship/ team 05-06

leadership
5. Current HR system (our findings) 06

6. Recruitment 06-07

7. Selection process 07

8. Training and development 08

9. Benefit offered 08-09

10. Implication of strategic Human Resource 09

Management (SHRM)
11. Recommendations 09

12. Conclusion 09

13. References 10

14. Appendix

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INTRODUCTION

National Credit & Commerce Bank is one of the leading private commercial banks in
Bangladesh. It bears a unique history of its own. The organization started its journey in the
financial sector of our country as an investment company back in 1985 in the name of NCL or
National Credit Limited. The goal 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 fully developed
private commercial Bank in 1993 with paid up capital of Tk. 39.00 crores to serve the nation
from a broader platform. SM Abu Mohsin is the present chairman of the bank. 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.

METHODOLOGY

For doing this project we’ve collected various types of information, past and present policies,
procedures and methods of credit management. Both primary and secondary data available have
been used in preparing this report.

BACKGROUND OF NCC BANK

National Credit and Commerce Bank Ltd. has own interesting history of forming investment
company to commercial bank. The company first started as an investment company in the
financial sector of country in 1985. The goal of the company was to mobilize the resources from
people and invest resources to develop Industrial and Trade Sector of country and playing an
important role in the formation of capital market. The members and investors of this company

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helped to be a great company. The company worked as an investment company up to 1992 with
their 16 branches. After that the company became convert into private commercial bank. The
company turned into commercial bank in 1992 by taking permission of government with
reservation of Taka 39 core to serve the nation of the country.

NCC Bank Ltd. has a good remarkable reputation by giving personalized service to customers in
a technological environment.

The Bank is improving their standard in financing in the Industrial, Trade and Foreign exchange
business. The service of the company is attracting new customers to do business with the bank.

The mission of the NCC Bank is to- deliver excellent financial service to the communities based
on strong customer relationship. Providing long lasting solution that combining our cutting edge
technology, experience and financial strengths to our clients and stakeholders. Creating a
cohesive and friendly environment where customer and our people can excel.

The vision of NCC Bank is to-become one of the most adorable bank in serving the nation as a
progressive and socially responsible financial institution by bringing credit and commerce
together for increased shareholder value and sustainable growth

CULTURE OF INTERPERSONAL RELATIONSHIP

Interpersonal relationship refers to a strong association among employees either working

together in the same team or same organization. It is essential for individuals to be honest with
each other for a healthy interpersonal relationship and eventually positive ambience at the
workplace. After talking with our respective interviewee we have come to know about some
aspects of NCC Bank’s current interpersonal relationship.

 NCC bank provides openness of communication. They also strictly monitor the honesty
of the employees so that other doesn’t get provoked.

 Also they provide the way of communication with the upper level employees through
different channel

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 They also arrange various programs for the better interpersonal relationship.

 Motivation of employee is very important for the betterment of the organization. This is
step after good interpersonal relationship. This is well monitored by NCC Bank.

CURRENT HR SYSTEM

HR department of NCC bank is very strong. They are now taking care of all 106 branches of
NCC bank with 120 employees. The current HR system includes following:

 Recruitment process for both top level and entry level employees.

 Training for new employees.

 Training for existing employees both inside and outside the country.

 Looking after the payroll of the employee.

 They also do the performance appraisal.

 HR team looks after the promotion and transfer of the employee.

 They also work as the bridge between other departments.

 Any kind of motivation or benefits for the employee provide or approved by this department.

RECRUITMENT PROCESS

Recruitment is one of the most important functions of HR. In NCC Bank they have a very
structured recruitment policy and format.

 Recruitment of Top Level Employees : This is a very crucial and sensitive recruitment
process for any HR team. They handle this process very well as they usually provide lots
of benefits for top level employees.

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 Recruitment of Entry Level Employees: The recruitment process of entry level employees
is quite same among the banks of Bangladesh. They take two types of employees in entry
level. 1) Assistant Officer 2) Management trainee officer (MTO).

To recruit the employees for entry level they mainly do external recruitment. To recruit the
employees from the external source the do the following things.

a) Media advertisement: They advertise the job circulation on the renowned newspapers or
job portals in the country.

b) Written Exam & Viva Voce: Next step of external recruitment process is written exam.
Candidates successfully passing the exam go for the viva voce. For MTO & AO they
have different educational requirement. Also tier exam process is slightly different.

After the recruitment is done they provide different kinds of early training to the employees. For
the MTO they have a special program called ‘Talent Management System’. For AO they have
other programs like orientation program.

SELECTION PROCESS

The selection process is one of the major activity of human resource department. They are in
charge of matching the candidates qualifications with the job requirements. NCC Bank goes
through several stages of selection process to find the right fit candidates for the respective posts.
Generally there are two categories in which candidates are recruited. The first one is Entry Level
and the second one is MTO (Management Trainee Officer).The candidate must have a MS/ A
graded result from any UGS granted reputed public or private universities. After all the criteria is
matched the first round is the written test. In the exam there is 50% multiple choice question and
others are from the current affairs. Among 25000 applicants, 5000 are selected for the viva-voce.
From the viva-voce around 150 candidates are selected for the assistant officer or the Junior
Officer post.

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TRAINING AND DEVELOPMENT

Training and development or learning and development is one of the most important aspect of
work life. Training is an activity that results into learning and learning is generally viewed as
new knowledge and skills. NCC Bank organizes different programs to train and develop their
employees so that they can contribute to the success of the organization.

Orientation programs: This is an important event for both organization and the employees
because it helps them to better understand the organization in which they are going to work into.
This event includes-

 What is banking
 Code of conduct
 Dress code
 Client service process and etc.

All these are included in a book and distributed among the newly recruited employees.

Credit appraisal: After posting the employees, there is a system of credit appraisal. For this
around 30/40 people are selected and trained by the expert trainers. The topic of the training
includes HR, audit, foreign exchange, credit recovery and many more. This helps the employees
to perform better in the organization and learn from their mistakes.

National training: For national training, employees are sent to BIBM, BBTA. These two
institutions runs by the guidance of Bangladesh Bank. The training costs around 15,000 bdt per
candidate. Sometimes they are sent for foreign training also.

BENEFIT OFFERED

Salary structure: the salary is enhanced every three years. The salary structure depends on the
grade of that employee. The employees are divided into four grades; grade A, grade B, Grade C
and Grade D. The employees from the grade A division are highest paid and the employees from
the grade D employees are lowest paid. The grade also represents the performance of the
employees. The grade D employees are told to either improve their performance or to find

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another way. This grading system makes employees aware of their performance and gives them
motivation to perform better and shift their position to next level.

Health benefits: NCC bank has available funds for the health coverage.

 They also provide house building loan, provident fund (50% of the basic salary) etc.
 Increments (depends on the banks money devaluating.
 Gratuity (on service benefit) - If the assistant vice president resigns after serving 20
years, they will get 2,000,000 bdt gratuity. In addition, there is also 2 basic gratuity per
year. For a gratuity the person must have a release order.

Promotion: For promotion, there is a process called PA (performance appraisal). There is

another process called ACR (annual confidential report). For this the candidates have to appear
before the PA exam which includes written test and viva. Around 250 examinees are selected for
the exam and then get shortlisted on the term of the highest marks.

IMPLICATION OF STRATEGIC HRM (SHRM)

NCC Bank is following the traditional strategic human resource management. They divide their
employees into four grades and they receive benefits and appraisals based on their performances.
They train their employees internally and also externally. They motivate their employees by
providing incentives and transferring the employees to different branches after every 3 years to
remove boredom and to utilize their skills. They also follow a taxation policy under the NBR.
They promote their employees after 3 years evaluating on their performance and their exams.

RECOMMENDATIONS

1) Process of intake should be changed, same mainstream system of recruitment won't be

fruitful in the long run, "get what you need" the bank should take LinkedIn as a platform
to fulfill their need.

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2) Lack of proper incentive, people prefer respect to money, and monetary satisfaction is not
going to help the employee stay motivated all the time.

3) Change of corporate culture, they can just simply follow the best.

4) There should be a special slot for customer relationship management. This will give an
edge to the company.

CONCLUSION

NCC Bank is performing their best in the private banking sector and their achievements are
really praise worthy. The key factors behind their success is proper maintenance of their
employee activities, performance and work environment. They believe that all their positive and
pragmatic endeavors will hopefully enable them to ensure sustainable growth for the Bank.

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REFERENCES

NCC Bank Limited::.. 2017. .::NCC Bank Limited::.. [ONLINE] Available at:
https://www.nccbank.com.bd/. [Accessed 17 April 2017]

Sources of data:

1. Primary sources:

 HR manager of NCCBL.

Khondker Qamruzzaman

Senior Assistant Vice President.

NCC Bank Limited.

2. Secondary sources:

 Relevant books, newspapers, journals etc.

 Monthly reports of NCC bank

 Published documents &

 Office circular for information.

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