On

Internship Report

HRM Practice in NCC Bank

Limited
 Internship Report

HRM Practice in NCC Bank Limited

On

Submitted To
Khadiza Rahman

Department of Business Administration

Submitted By
Imran Hossain Ruman
ID:BBA 05617308

Program: BBA, Major: HRM

Date of Submission:
Stamford University Bangladesh P a giie|
 Senior Lecturer

Stamford University Bangladesh

 Letter of Transmittal

Date:
To: Khadiza Rahman
Senior Lecturer
Department of Business Administration

Stamford University Bangladesh

Sub: Submission of the Internship Report.

Dear Mam,

As per the requirements for the completion of the Internship program,

prepared
this reportby
hasme on “ HRM Practice in NCC Bank Limited”
been The report focuses on the
implementations of some of the key elements in Human Resource
Management.
project, I tried During
to relatethis
the theories that I taught in class into the NCC
Bankthese
how Ltd and understand
theories are practiced in real life situations. I always try to put
effort to give
my honest andthis report a presentable shape and make it as informative
sincere
as possible
the considering
constraints. I believe this paper will give an actual scenario of the
present Human
management Resource
practice of NCC Bank Ltd.

In the making of this report, I have followed all your specific

instructions involving report
writing so as to present my views and in the easiest manner. However, I
will be glad to clarify
any discrepancy that may arise.

Imran
ID:
Thank
Yours
BBAsincerely
hossain
you.
05617308
ruman
P a iii
g e|
 Certificate of Approval

I am pleased to certif y that the internship report on “HRM Practice in NCC

Limited”
Bank
has been successfully completed by Imran hossain ruman his bearing . Under my
ID: BBA 05617308
supervision Imran hossain ruman worked with NCC Bank Ltd.

I am pleased to hereby certify that data and findings presented are

the authentic
Imran hossain work
ruman.ofI strongly recommend the report presented for
further academic
and viva voce. commendation

It has indeed been a great pleasure working with him. I wish him all
success in life.

P a iv
g e|
Internship supervisor,

Khadiza Rahman
Senior Lecturer
Department of Business Administration
Stamford University Bangladesh
 Acknowledgement

I would like to take this opportunity to express my deepest

appreciation to all
provided me the those who
possibility to complete this internship report. My
acknowledgement
with thanking mybegins
academic supervisor Khadiza Rahman , whose
constant
mattered ahelp
lot regarding certain aspects of this report, and also for
giving
to learnmehowthethe
opportunity
theories in the book actually are implemented in real
life situations.
I am especially grateful to Delwar hossain (Junior Officer) for his
invaluable
and directionsupport
that lead me to the successful completion of my internship
report.
my wholeI have done period under his supervision and really grateful to
internship
him for ame
helping bigin
time
myforeach and ever y step of work at office. After
that I ,would
Saiful islam Senior like to thank
Principal Officer (Loan & Recovery
Department), Nargis akter (Clearance department)
& Mr.regarding
Rokun islam for their
the report. kindthem
Without assistance
it would be impossible for me to
complete
report. this all
I got internship
necessary guidelines, cooperation and advice from
them to complete
complicated task. this

P a gve|
 Executive Summary

This report is prepared on the basis of my three months’ practical

experience
Limited. The at NCC Bank Program helped me a lot to learn about the
Internship
realistic
financial situation of aIn the age of modern evolution bank plays a
institution.
vital role to
economic keep to the wheel moving. NCC Bank Limited has been
development
operating as a leading
private commercial bank with its strong business arrangement of
104 branchesand
Bangladesh all providing
over sincere and customized banking service
to its customers
receptive in a
and technology based environment. The functions of the
Bank cover
services and afunctional
multiple activities to individuals, firms, corporate bodies
and other The
agencies. multinational
report starts with an organization profile of NCC Bank
Ltd giving
history, its background
mission, vision, products and services they offer, their
corporate culture
organizational and theFollowing that the next section contains
hierarchy.
information about and
internship activity, my my job responsibility during internship period at
the Bank.
section Thelargest
is the next which comprises the project, HRM Practice in
NCC Bank Ltd.
encompasses The projectto the topic, recruitment and selection
introduction
process, training
development, and
compensation policy, leave management, training
evaluation
performanceprocess,
appraisal, career development etc. Each chapter contains
detailed explanation
the HR functions ofrelevant examples followed by NCC Bank HRD.
with
The next
report part out
carries of the
SWOT analysis that analyzing strengths, weakness,
opportunities and threats
to the organization and figure out some important factors regarding
HRM practice
Bank Ltd. in report
In this NCC I also try to include my real life experience in
branch banking anddifferent
also acknowledged I banking functions and day-today banking
activities
complete on my way to
internship.

P a vi
g e|
 TABLE OF CONTENT

Serial Title Page

No. No.
Letter of Transmittal vii
Certificate of Approval vii

Acknowledgements v
Executive Summary vii
Chapter-1
Introduction
1.1 Introduction 2
1.2 Origin of the Report 3
1.3 Objective of the Report 3
1.4 Scope of the Report 3
1.5 Methodology of the Report 4
1.6 Limitation of the Report 4
Chapter -2
Organizational Overview

2.1 History of NCC Bank Ltd. 6

2.2 Objectives of NCC Bank Ltd. 6
2.3 Mission of NCC Bank Ltd. 6
2.4 Vision of NCC Bank Ltd. 6
2.5 Corporate Culture of NCC Bank Ltd. 7
Organizational
2.6 Hierarchy of Jatrabari Branch 7
2.7
3.1
3.2 Product
Meaning&ofService
Objectives Informationand Selection
ofRecruitment
Recruitment
Recruitment Chapter-Process
3 of NCCBL P avii8e|
g10
3.3 Functions of Recruitment 10

3.4 Meaning of Selection 10

3.5 Selection Process 11

3.6 Factors of Selection Process 11

3.7 A Combination of Recruitment & Selection 12

3.8 Recruitment and Selection Process of NCCBL 12

3.9 Recruitment and selection procedure for Entry Level Position

12-14
Chapter- 4
Training and development process of NCCBL

4.1 Meaning of Training 16

4.2 Meaning of Development 16

4.3 Objective of Training & Development 16

4.4 Training process 16-17

4.5 Methods of Training 17-18

4.6 Some major training providers 18

4.7 Training Institute at NCC Bank Ltd 18

4.8 Function of NCCBTI 19

4.9 Training Techniques followed by NCCBL 19-20

4.10 Training Materials 20

5.1
5.2 Meaning
Type of Compensation
of Compensation
Compensation &
Chapter
Benefit-5system of NCCBL P aviii
g22e|
5.3 Meaning of Benefits 22

5.4 Type of Benefits 22-23

5.5 Compensation Policy in NCC Bank 23

5.6 Bonus and Benefit in NCC Bank 23-24

Chapter- 6
Performance Appraisal system in NCCBL

6.1 Performance Appraisal 26

6.2 What is Performance? 26

6.3 What is Appraisal? 26

6.4 Objectives of Performance Appraisal 26-27

6.5 Performance Appraisal System in NCC Bank Limited 27-29

Chapter -7
Findings & Analysis

7.1 SWOT Analysis 31

7.2 Findings 32

Chapter -8
Recommendations and Conclusion

8.1
8.2 Recommendations
Conclusion
References P a ix
g36
34e|
35
 Chapter-1
Introduction

P a g1e|
1.1 Introduction:

This internship is a part of the Bachelor of Business Administration

provides an on-the-job
(BBA) program that experience to students. The theoretical
knowledge
training and
is not thepractical
same theme. The theoretical knowledge is fulfilled
the
whenpractical field.
it can be usedThe
in goal of internship is to apply one’s theoretical
knowledge
fields. Thusininternship
practical is a pragmatic application of knowledge and
achieving practical
experience by engaging oneself in different and distinct sectors of work.
That is whyprogram
internship the is also included in the curriculum of BBA in
Stamford university Bangladesh,
which is undertaken
completed in program
my internship different atorganization
the NCC Bankof limited,
the country. I
Jatrabari
have also
branch. Human
Resources Management (HRM) is a new concept. It is a combination of
HR, Accounting,
Management, Financial Management and Economics. Globalization to
exposed the corporate
would economy has business organization to worldwide
competition, mobilizationandof modern quantitative management
professional manpower
practice. realization
growing So, there cannot
are achieve its goal effectively and efficiently.
management challenge, effective objectively measurable database
To face this complex
systemHRM
apply to measure and
information. Now-a-days, in Bangladesh, every year,
and huge
money andamount
talented of
HRM are being engaged by corporate to improve
skills of their workforce
the productivity or across the country. Such huge expenditures
are made with
expectation of the
future returns in terms of improved services to be
rendered byInskilled
employees. other words, organizations by investing human
resources
definitely development
increase the service potentials embodied in human
investments
resources andthus create economic assets for the organizations.
these
Human resource
management, in the sense of getting things done through people, is an
manager’s
essential responsibilities,
specialistpart to providebut
of every
division many service
an expert organizations find
dedicated it
to ensuring
advantageous
that the human
function to establish
is performed
resour a
efficiently.
ce P a g2e|
1.2 Origin of the Report:

This report titles, "HRM Practice in NCC Bank Limited:

Suggestions offorH.R
utilizations the for
optimum
the growth of the Bank" "prepared to fulfill
the requirement
internship of the
program of the BBA degree in the department of Business
Administration,
Stamford
to work inuniversity Bangladesh.
a particular It is
organization fora three
mandatory requirement
months. of which
This report, the
program
contains
of thatoutcome
the
a project requires
assigned,a student
be the NCC bank Ltd. is to the concerned
organization.
teacher as well as to the

1.3 Objective of the Report:

The objective of the report can be viewed in two forms:
General Objective
Specific Objective

General Objective:
The general objective of this report is HRM Practice in NCC Bank Limited.
Specific Objective:
To analyze recruitment and selection process of NCC Bank Limited.
To identify the training and development process of NCC Bank Limited.
To analyze Compensation & Benefit system of NCC Bank Limited.
To analyze the performance management of NCC Bank Limited.
To make a good recommendation for the problem.

Tobe
to
Practice
of
better
the
write
discussed
the
Bank”.
in
abank
report
NCC
The
can
throughout
Bank
itreport
is
usenecessary
Limited:
their
hasthe
Human
discussed
report.
to
Suggestions
select
Resource
The
about
a topic.
topic
for
the
forthat
the
Aexisting
the
well-defined
optimum
has
growth
been
HRM of
assigned
practice
topic
the
1.4 Scope of the Report:
reflects
by
utilizations
of
bank.
NCCBL
supervisor
whatand
ofisis
HRgoing
how
"HRM
for the
on growth P a g3e|
1.5 Methodology of the Report:
This analysis is basically a combination of primary and secondary data.
data is different
The main sourceofficers
of from NCC Bank Ltd, to collect information I
try to ask them
responded to myand they and for that reason that information was very
questions
much restrictive as
the organization with
they want to keep these confidential.

Primary Data:
Personal Observation
Conversation of bank officials and HR personnel

Secondary Data:
Information from web
Annual reports of NCC Bank Ltd
HR Books

1.6 Limitation of the Report:

Some limitations were f aced while constructing this term paper. Some
listed
of the below:
limitations are

Every organization has their own secrecy that is not exposed to others.
While
the collection
data they did not disclose their internal policy that hampers
confidentiality.
the or ganizational
Access to more internal information which we could not get hold of and
they did
even not those points in front of us.
disclose
Many officers
Sometimes they
ofunable
the branch
to provide
are notinformation
well informed
dueabout
to busy
their
working
HR
Policy.
schedule. P a g4e|
 Chapter -2
Organizational
Overview

P a g5e|
2.1 History of NCC Bank Ltd:

National Credit and Commerce Bank Limited started their journey

company.
in1985 as They try to or ganize resources from within and invest them
an investment
in such way
develop so as toindustrial and trade sector and playing a vital
country's
role in the
countries formation
capital marketofas well. The company operates dup to1992 with
16 branches
that with the and after of the Central Bank converted into a fully-
permission
Bank in private
fledged 1993 with paid up capital of Tk. 39.00 core to serve the whole
commercial
nation. NCC
always tries toBank Ltd genuine personalized service to its customers
provide
in a technology based
environment.

2.2 Objectives of NCC Bank Ltd:

The main objective of NCC Bank Ltd is to achieve Profit maximization
satisfaction
and increaselevel. To achieve this objective NCC Bank Ltd Provide
customer
excellent
for customerThey
his customers. service
also insure high return of investment.

2.3 Mission of NCC Bank Ltd:

To end up a most adorable commercial Bank in serving the Nation as a

progressive and
responsible socially
financial institution by bringing credit & commerce
together for increased
Shareholders value and sustainable growth.

2.4 Vision of NCC Bank Ltd:

Delivering excellent financial service to our communities based on

relationship.
strong customer
Providinganlong
Creating organized
lasting and
solutions
friendly
forenvironment
our existing clients
where customers
and and
stakeholders.
our
excel.
people can P a g6e|
 2.5 Corporate Culture of NCC Bank Ltd:

Corporate culture refers to share their principles, attitudes, values, and

beliefs thatofdescribe
members an organization and characterize its nature. It helps to create
strategies, structure,
an organization and approaches to labor, customers, investors, and
goals,
the
So, greater community.
organization with their strong corporate culture creates strong
relationship with
stakeholders. It alsotheir
creates employee and customer loyalty. NCC
disciplined
Bank is oneBanks
of thewith their unique corporate culture. The people in the
most
Bank
as see themselves
a community and family that believe in working together for
development.
positive In thecultures
corporate long runcreate a competitive advantage and
serve as a valuable
organizational asset.

2.6 Organizational Hierarchy of Jatrabari Branch:

Manager

Deputy
Manager

Cash In-Charge GB In-Charge Foreign Exchange

Credit In-Charge
In-Charge
P a g7e|
2.7 Product & Service Information:

A. Deposit Scheme:

Saving Bank Account (SB A/C)

Current Deposit Account (CD A/C)
NCC Bank Special Savings Scheme(SSS)
Fixed Term Deposit (FDR)
Short Term Deposit (STD)
Money Double deposit programs
Premium term Deposit
Interest Earning Term Deposit

B. Foreign Exchange

Non Resident Foreign Currency Deposit Account (NFCD)

Non Resident BDT Deposit Account (NRTA)
Resident Foreign Currency Deposit Account (RFCD)
Foreign Currency Deposit Account
UAE Exchange
Placid Express
Arab National Bank (ANB)
Dhaka Janata
Habib Qatar
Al Fardan

C. Loans/Finance:
CashLoan
Long
House
Car
Small Credit
Term
Business
Building
and Loan
Short
Loan term financing P a g8e|
 Chapter -3
Recruitment
Selection
and
NCCBL
Process
of
P a g9e|
3.1 Meaning of Recruitment
Recruitment is the process of finding and attracting capable
applicants
According for employment.
to Decenzo and Robbins, “Recruitment is a matching
process
potentialofcandidates
discovering
for actual or anticipated organizational
vacancies
perspective,orit from another
is a linking activity bringing together those with jobs to
fill
jobs.and those seeking
According to John Douglas, “Recruitment is understood as the
process of searching
and obtaining for for jobs, from among whom the right people
applicants
can be selected.”

3.2 Objectives of Recruitment

To find and employ the best potential candidates.
To retain the innovative, energetic and promising persons.
To provide facilities for growth and development and also career
security.
To minimize the cost and reduce scope of favoritism, nepotism and
malpractice.

3.3 Functions of Recruitment

Assessing r ecruitment
Fixing standards
Advertisements and policy
Making initial contact with prospective candidates
Preliminary perusal and assessment of applications
Short-listing of probable candidates for selection
Selection process like interviewing or testing
Recording and documentation

3.4 Meaning of Selection

Selection is the process of gathering information for the purposes of
who shouldtobeDale
According employed
Yoder, in
“Selection
particularisjobs.
a process
It is the
by technique
which candidates
of
evaluating and deciding
choosing
organization
are
those
divided
whoawill
new
into
from
be
member
class-
offered
the available
ofemployment
candidates.
and those who will not.” P a10
g e|
3.5 Selection Process
The selection process is a series of steps through which applicant pass.
If
foranyone fails to
a particular qualify
step is not eligible for appearing for the next step.

Step 1: Written Test

Step 2: Viva 2-3 Times Depends on the Job Position
Step 3: Selected Applicants Get Call to join with Valid Documents &
Medical Fitness Paper
3.6 Factors of Selection Process
The selection process needs to consider the following two factors:
Individual Factors & Situational Factors:

1) Individual Factors:
Technical ability
Cross-cultural suitability
Family requirement
2) Situational factors:
Country-cultural requirements
Language
MNE requirements
It also includes some other factors:

1) Dual career couples:

Finding employment in the same company
Intercompany networking (Support for commuter marriages)
Job haunting assistance
2) Family consideration:
Children education
3.7
Finding
Job
Attracting
3) Work
AAnalysis
Children
The
Combination
out
permits
problems
avacancy
field
: marriage
leads
refusals
: Applicant’s
of
of
to:single
Recruitment
the
It may
writing
(particularly
parents
bechoice
either
of &
a of
job
by
Selection
for
an
replacement
description
other
appropriate
members
and
orfield.
new
aof
person
the
creation.
family)
specification.P a11
g e|
Short listing: Sorting out candidates by comparing applications with requirements.
Selection: By interview or by test.
Offer & Acceptance:
Offer comes from the employer to the successful candidate. It may
be accepted or not.
Induction: It means the introduction of new recruit into the organization.

3.8 Recruitment and Selection Process of NCCBL

NCC Bank Ltd Provides an equal employment Opportunity for all
Bangladeshi citizens.
general, the board In
of directors determines the recruitment policy of bank
from time to time.
The minimum entry level qualification for any official position is a
Master’s
NCC Bank degr ee. However,
prefer minimum Master’s Degree or MBA in any discipline
for the officer,
Junior appointed of
management trainee officer position. The recruitment for
entry
beginslevel
withposition
a formal written test which is conducted and supervised by
the Institute of Business
Administration, University of Dhaka or Bangladesh Institute of Bank
Management (BIBM).
After successful completion of the written test, a personal
interview
successful is conducted
candidates by for the of experts comprising of renowned and
a panel
prominent
the country.bankers of

3.9 Recruitment and selection procedure for Entry Level Position

Job Analysis
Job analysis is the procedure for determining the duties and skill
requirements
kind of personofwho
a job and the
should be hired for it. Job analysis produces
information for job
description and writing job
specification. The purposes of the job analysis are-
Recruitment and selection decision
Compensation
employees
NCC
about
Actually
Bank
the it’s
jobs
and
Ltd
a very
Training actual
their
conducted
time
managers
work
consuming
the
activities.
job
are analysis
involved
process.
NCCprocess.
Bank
and
It might
they
conducted
Inexplain
the
takehelp
few
their
process
of
days
job
jobto
analysis,
analysis
interview
and
analysis.
the Discovering
Performance
reason
once
they
five try
or
aforyear.
six
tothe
inform
unassigned
Appraisal duties P a12
g e|
 Job description
Job description is the process of general and written statement of a
specific
findings job,
of abased
job on the
analysis. NCC Bank save a written statement
which included
activities performswith
in the
the job information about the duties and
responsibilities;
working condition requirement
under job is performed.

Job Specification
A job specification describes the knowledge, skills, education,
experience,
believe are and abilities
essential to you
performing a particular job. It provides
detailed characteristics,
knowledge, education, skills, and experience needed to perform the job,
with an overview
the specific of
job requirements. NCC Bank Ltd tries to customize this
process
vacancy.on the basis of

Submission C.V
Candidates seeing the job advertisement on the daily newspaper or
online job portal
bdjobs.com liketheir C.V. and sometimes they go there with
to submit
references.

Preparation of preliminary list

NCC Bank selection committee shorting the CVs list or preparing the
short listtheir
follows NCCselected
Bank educational requir ement for the selected posts
which are given
Management below:
Trainee
The applicant should be at least a MBA/MBM/Master with a four year
Honors
from anyholder
public university or NSU, BRAC, AIUB,SUB, EWU, IUB,
ULAB, IIUT, DIU.

Minimum CGPA 3.00 in the scale of 4 and Minimum CGPA 4.00 in the
scale of CGPA
5.00. No. 3rd division/class in his/her academic career shall be acceptable.
The applicant
After
exam initial
conducted
screening
should
by be
IBA
selected
a Master
or BIBM.
candidates
Degree
The holder
are
question
sit from
for pattern
the
a recognized
written
statured
exam.the
Junior
educational
This
subject
Conducting
competitive
Officer
matterinstitution
ofwritten
written
the test P a13
g e|
written exam may be English, Bengali, Analytical Ability,
Computer,
knowledge. Math and general

Selection of eligible candidates for the Interview

Those who are selected in the written test selection panel called those
qualified applicants
phone or mail by
for attaining Interview.

Employment interviews
The selection panel organized an interview. The interviews always
hold at face But
conversation. to face
the qualification marks for viva-voce will be
determined
committee. by the Management

IT Test
After completing interview candidates have to give a short IT test which
helps to justify
computer and ITtheir
skill.

Physical fitness for employment

It’s part of selection process. In NCC Bank accomplish physical health
checkup for all type of
employees. Although it is a lengthy process but NCC Bank is
committed
Checkup fortoensuring
do physical
employees sound health.

Appointment and placement

Management and selection committee has issued the appointment letter,
which are physically
sound according to the medical test. When the appointed candidate
joins
Officeinassigned
the bankthem
Head
in selected branch to work for probationary
period.

P a14
g e|
 Chapter- 4
Training and
development
of NCCBL
process

P a15
g e|
4.1 Meaning of Training
Training is the acquisition of new skills and knowledge relevant to a
job. Development
the growth involves wider education and capabilities within a
of an individual\’s
field of employment.

4.2 Meaning of Development

Development has a broader focus on learning and relates to a career
rather than to
emphasizes thea employee’s
job. It potential to acquire more capabilities. The
government
training and supports
development through modern apprenticeships which give
young people vocational
skills through a mix of on and off-the-job training. The Investors in
People award requires
to demonstrate firms
their commitment to training and career development for
staff.

4.3 Objective of Training & Development

Needs result in training and development objective, which should state
the
anddesired behavior
the condition under which it is to occur. These stated objectives
then become
against whichstandards
individual performance and the program can measure.
For example, the objective for airline reservationists might be states as
follows:
1. Provide flight information to call in customers within thirty second.
2. Complete a one-city round-trip reservation in two minutes after all
information
has been obtained from the customer.
Specific, measurable, time –targeted objectives like those listed above
for
the atrainer
preservationist
and the give
trainee specific goals that can be used to
evaluate
objective their
is notsuccess. If the gives the HR department feedback on
met, failure
the program and the
participants.

4.4 Training process

Training is the process of teaching new employees about basic skills so
it on their jobsite. It is a process for providing employees with basic
that they can implement
idea
information
Training
1. Training
I. or basic
Organizational
long
processes
about
needs
background
term the
goals-set
analysis:
are:firmanalysis:
that
Identif
the istraining
called
y training
Training.
goals.needs of the organization accordingPtoa16
gitse|
 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 tr aining 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,
develop training budget.

3.Validation: Validate the training program before implementation. For this,

conduct
program with small the of trainees to tests its effect.
number

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.

4.5 Methods of Training

There are various methods of training which can be divided into cog
native andTrainers
methods. behavioral
need to understand the pros & cons of each
method
trainees also its their
keeping impact on
background and skill in mind before giving
training. Cognitive
This method is moreMethods:
of giving theoretical training to the trainees. The
various methods
cognitive under
approach provide the rules for how to do something, or
verbal information,
demonstrate, r elationships among concepts, etc., these methods are
associated
knowledgewith
and changes in stimulating learning. The various methods
attitude by
that
nativecome underare,
approach cog

1. ON the job training.

4. 2.
5. Apprenticeship
3. Job
Informal
6.
7. Audiovisual-
instruction
Lectures
Simulated
learning training
training
training
based training P a17
g e|
Behavioral Methods:
These methods are more of giving practical training to the trainees. The
various methods under behavioral approach allow the trainee to
behavior in a real
These methods are fashion.
best used for skill development. The various
methods
behavioralthat come are,
approach under

1. Games & simulations

2. Behavior-modeling
3. Business games
4. Case studies
Managerial on-the-job training:
1. job rotation
2. Coaching
3. Action learning
Off- the-job management training development:
1. The case study method
2. Management games
3. Outside seminars
4. University –related programs
5. Role playing

4.6 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)

4.7 Training Institute at NCC Bank Ltd

AtHead
Institute
with
NCCBTRI
their
in theinternal
that
very
Office,
(NCLTR).
NCLTR
used
beginning
human
NCCBTRI
to operate
In
renamed
resource.
the
NCCBL
year
their
again
with
Afterwards
1993
Training
training
remained
NCC
NCLInstitute
atBank
emerged
with
Green
withthe
Training
NCC
was
road
introduction
in known
the
Bank
in NCC
1994
& Training
as
Research
with
Bank
of
NCLthe
Trainingits
Limited
objective
Human
Institute
started Resource
and
(NCCBTI)
&
(NCCBTRI).
to
journey
Research
train
in accordance
up
Division
inand
January 2002. P a18
g e|
4.8 Function of NCCBTI
NCC bank training institute has implemented need based training
program
officials ofand
thetrained
bank. Inthe
addition to foundation training course for the
Junior/ Assistant
and newly officer
recruited management tr ainee officer, Training institute
conduct several
on particular workshops
issue to develop competency skills of the employees.

4.9 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
can beoftwo
the types:
organization

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
situation and work
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
in the departments
organization. NCC Bank practices job rotation among the
managers so that they can
an over understanding have
of the functioning of different departments.
Coach or Understudy
Managers are also mentored by supervisors and senior officer who
educate
This notthem
only about thethat
ensures job.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
probationary
Training
existing
workshops
Bank
knowledge
andinstitution
officers.
industry
for
andofficer
the
experiences.
Experts
employees.
of
specialist
putNCC
under
from
Bank
Under
Since
also
theoutside
Ltd
supervision
this
provide
it applies
isapproach
aNCC
banking
with
off
ofBank
senior
the
Lecture
useful,
industry,
job
conduct
officers
training
relevant
method
experts
different
and
for
is
where the trainee or the
branch
Off
their
types
within
information
commonly
the
newly
of
the
manager.
job
seminars
Bangladesh
used.
recruited
training:
fromLecture
their
and
andjob P a19
g e|
focus on understanding rather than emitting knowledge and skills
through reading This
and experience. assignments
kind of training is given based on the necessity
like
lawsenforcement of new
and regulation, introduction of new product, etc. Sometimes off the
job trainingthe
to update is given
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
techniques many
under other
this method like conference, demonstration, case
studies, programmed
instruction and computer based training along with classroom lectur e.

4.10 Training Materials

Materials those are used by instructors, facilitators, and students in a
training environment
called training is
materials. These materials store the information
needed
perform by theand
tasks learner to trainers and the trainees to make the training
helps the
more ef fective.
The materials that NCC Bank Ltd uses for providing training are given
below: 1. Training manuals

2. Training equipment

As we already know NCC Bank Ltd provides the employees with on the
job, lecture
the job based,etc.
training off For all kinds of training they use white
board, projectors,
curriculum, training
software, handouts, lectures, computer, internet, power
point remote,
and other sound
general system
things.

P a20
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 Chapter- 5
Compensation
B
&enefit system
of NCCBL

P a21
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5.1 Meaning of Compensation
Compensation is a systematic approach to provide extrinsic and intrinsic
benefits, monetary benefits to the employees. It is also considered
and non-monetary
as measurement
employees howtreated in an organization.
are being

5.2 Type of Compensation

1) Direct Financial Compensation

: Consists of the pay that a person receives in the form
of wages, salaries, bonuses, and commissions.

2) Indirect Financial Compensation

—All financial rewards that are not included in
direct compensation. (Medical insurance, company car etc.)

3) Non-financial Compensation
—Consists of the satisfaction that a person receives from
the job itself or from the psychological and/or physical environment in
which
works.the
Allperson
such rewards comprise a total compensation program.

5.3 Meaning of Benefits

Benefits include mandatory protection programs, pay for time not
worked,
programs,optional
privateprotection
retirement plans and a wide variety of other services.

5.4 Type of Benefits

1. Indirect Financial Benefits:Most organizations recognize that they have a

responsibility to provide their employees with insurance and other
programs for their
health, safety, security, and general welfare. These benefits include all
unemployment
discretion,
financial others
rewards compensation,
are required by
worker’s
law. Legally
compensation
required and
benefits
medical
include
that generally are not paid directly to the employee.
2.a. leaves.
Mandated
Social
SocialSecurity,
disability
Security
—It
insurance,
Benefits
: is
Although
a system
survivor’s
most
of employee
retirement
benefits,benefits
and,
benefits
most
arerecently,
that
provided
provides
Medicare.
at thebenefits
employer’s
P alike
22
g e|
 —An individual laid off by an organization covered by
b. Unemployment Compensation
the Social Security Act may receive unemployment compensation for up
to 26 weeks.
Although the federal government provides certain guidelines,
unemployment
compensation programs are administered by the states, and the benefits
vary
state.state by
c. Workers’ Compensation
—Workers’ compensation benefits provide a degree of
financial protection for employees who incur expenses resulting
from job-related
accidents or illnesses.

d. Medical —The
LeavesFamily and Medical Leave Act applies to private employers
with 50 or more employees and to all governmental employers
regardless of the
of employees. Thenumber
act provides for up to 12 workweeks of unpaid leave
per year for
absences due to the employee’s own serious health condition or the need
to care forora newly adopted child or a seriously ill child, parent, or
newborn
spouse.

5.5 Compensation Policy in NCC Bank

NCC Bank Ltd offer attractive compensation package for their
employees
two parts: which is divided into
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
II. Indirect fulfill.
Compensation
Benefits:Forms of indirect compensation those are financial in nature like
gratuity provident
fund etc. fund
profit, higher
NCC authority
bank provides
and management
extra facility
committee
and service
will declare
for theira employees
Services:
transport
5.6
I.
certain
taxPerformance
profit
Bonuspercentage
facility,
aswhich
and
Performance
Benefit
Bonus:
NCC
includes
loan
of the
facility,
Bank
inpre-
Bonus.
NCC
provides
credit
Bank card
performance
facility etc.
bonus based on their organization’s
P a23
g e|
II. Festival Bonus:
All permanent employees get two bonuses each year. One in Eid-ul-Fitr
and another during Eid-ul-Azha only for Muslims and employees of
different religion
bonus during theirgets that religious f estivals.
respective
III. Gratuity f und: It refers terminal benefit that an employee receives at the time of
or resignation. NCCretirement
Bank has given it to regular and permanent
employees
completed atwho
leasthave
10 years’ continuous service. It is calculated based on
last month’s
salary basicby the years of service completed.
multiplied

P a24
g e|
 Chapter -6
Performance
Appraisal
systemNCCBL
in

P a25
g e|
6.1 Performance Appraisal
The performance appraisal is the process of assessing employee
performance by way
comparing present of
performance with already established standards
which have beentoalready
communicated employees, subsequently providing feedback to
employees
performanceabout
leveltheir
for the purpose of improving their performance
as needed by the
organization.

6.2 What is Performance?

What does the term performance actually mean? Employees are per
forming wellProductivity
productive. when they are
implies both concern for effectiveness and
efficiency, effectiveness
refers to goal accomplishment. However, it does not speak of the costs
incurred
goal. Thatinisreaching the
where efficiency comes in. Efficiency evaluates the ratio of
inputs
outputsconsumed
achieved.toThe greater output for a given input, the greater
the efficiency.
desirable It is
to have not measur es of productivity such as hard data
objective
on effectiveness,
of units produced,number
or percent of crimes solved etc. and hard data on
efficiency
per unit or (average cost volume to number of calls made etc.
ratio of sales

6.3 What is Appraisal?

Appraisals are judgments of the characteristics, traits and performance
of
of others. On the basis
these judgments we assess the worth or value of others and identify
what is good
industry or bad. In appraisal is a systematic evaluation of
performance
employees by supervisors.
Employees also wish to know their position in the organization.
Appraisals
making manyare essential for
administrative decisions: selection, training,
Promotion, transfer, etc.
salary administration wage and they aid in personnel research.
Besides

6.4 Objectives of Performance Appraisal

To provide
identify
maintainathe
feedback
records
and
strengths
assess
in
to and
employees
order
theweaknesses
potential
to determine
regarding
present
of employees
compensation
their
in aperformance
person
to place
packages,
forright
and
Performance
1. related
2.
3.
4. men
furtherAppraisal
wageonstructure,
salaries
development.
status.
growth
right
raises,job. can
etc.
and be done with following objectives in mind: P a26
g e|
 5. To provide a feedback to employees regarding their performance and
related
It servesstatus.
as a basis for influencing working habits of the empl oyees.
6.

7. To review and retain the promotional and other training program .

6.5 NCCBL Performance Appraisal Process Activity

Establish Performance Standards

Compare Performance Expectation to Employees

Measure Actual performance

Discuss the Appraisal with employee

Then Necessary, Initial Corrective action

6.6 Performance Appraisal System in NCC Bank Limited

Performance appraisal is the process of determining and communicating
to
he an employee
/ she how on the job and ideally, establishing a plan of
is performing
improvement. It is veryit helps the managers to take the administrative
much critical because
decisions
relating toeffectively
promotions, payoffs and merit pay increases of the
employees.
appraisal isSo, performance
a must for all organizations. This report helps to
evaluating
performancetheappraisal
existing systems of NCC Bank Limited. So, it is an
annual review
employee’s of an
overall contributions to the organization by his/her manager.
NCC Bank conducts
a performance appraisal program to evaluate performance of executives,
Regular
trainee
theoretical
officer
include
indirect
with
eagerness
senior
officers,contains
officers
functions
employee’s
general
toforlearn,
and colleagues,
three
evaluation
banking,
and
staffs. include
ability
months
performances
are Behavior
to
dress
credit
criteria
from
match
undergo
sense,
management
their
are
like
with
withevaluated
punctuality,
training
joining.
direct
new
Clients,
things,
functions
and
Evaluation
onannually.
investment
communication
attendance,
basic
innovativeness,
and
training
of
The
indirect
training
and
manner,
newly
recruited
course
for
functions.
foreign
departments,
skills,
convincing
management
accuracy
both
exchange
management
Direct
Power,
practical
behavior
trainee
in
functions
etc.
ability
Work,
and
and P a27
g e|
to perform under stress. The evaluation is done according to Avg. /Poor
Average,
good and Good, Ver on
Excellent y criteria-wise performance of each trainee.
Actually NCC
the graphic Bankscale
rating use inmethod, a rater describes an employee as
falling at 5 point
performance scale, on a as, poor, average, good, very good, and
such
excellent.
assigned (5The scaleforpoint
points is
excellent to 1 for poor). Total score for an
employee
by summing canthe
berating
computed
across all dimensions rated.

P a28
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 NATIONAL CREDIT AND COMMERCE BANK LIMITED
HUMAN RESOURCES DIVISION, HEAD OFFICE, DHAKA
PERFORMANCE APPRAISAL FOR MANAGEMENT TRAINEE OFFICER, BATCH-
2017
i) Name :
ii) Designation :
iii) Employee ID :
iv) Place of Posting :
v) Date of Joining :
vi) Performance Appraisal for : 1st Quarter/ Rotation (December 2016 to March
Rating 2016)
on personal

vii) character Excellent V. Good Good Average Avg./Poor

& per formance ________ ______ _____ _______
________ (4) (3) (2) (1) (0)
01. Attendance :
02. Punctuality :
03. Dress Sense :
04. Behavior with Superiors :
05. Behavior with Colleagues :
06. Behavior with Sub-ordinates :
07. Behavior with Clients :
08. Sincerity :
09. Grasping Power :
10. Initiative & Drive :
11. Commitment to Work :
12. Integrity :
13. Accuracy in Work :
14. Knowledge of Rule/ Regulation :
15. Power of Expression (Speaking):
16. Power of Expression (Writing) :
17. Co-operation & Tact :
18. Sense of Responsibility :
19. Official Conduct (Discipline) :
20. Development performance :
(a) Target Tk.
(b) Achievement Tk.
21. Eagerness to Learn :

23. Innovativeness :
=============================================================
Total
24. Marks 100 (eachPower
Convincing point carrying 4 marks: i.e. 25 X 4 = 100) BRANCH IN-
======================================================================
25.
SPECIAL
====== Ability
===========*
CHARGE Seal to perform
Pointsunder
COMMENTS/REMARKS
Total stress : :=Excellent
Obtained (4 X )Out of)100.Good
V.Good
(3 X (2X ) Average) P a29
g(0)e|
(1 X&Avg./Poor
Signature
 Chapter- 7
Findings &
Analysis

P a30
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7.1 SWOT Analysis

Strength:

NCC Bank follows strong recruitment and selection policy. They

recruit talented
candidates from the market through proper selection process.
NCC Bank highly emphasizes on training and development of
employees
to improve which helps
employee personal development and increase organizational
productivity.
Experienced bankers and corporate personnel have formed the
management.

Weaknesses:
In NCC Bank HR division is a very small sector of the
organization
consideration taking into
the large number of employees.
The bank has not any research and development division.

Opportunities:
The bank can introduce more innovative and modern products and
services for their
customers.
It can recruit more efficient and experienced persons to give fast and
efficient service
to the customers.

Threats:
In Bangladesh banking sector is highly competitive because there are so
many
banks,private
foreign multinational bank within the country. So, NCC
Bank needs analysis
periodically to their HR plan and policies so that they can recruit
best talent.turnover rate is high.
Employee

P a31
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7.2 Findings
The finding of the study are as follows:

1. NCC Bank cannot practice proper HRM guideline. The HRM have
some objectives
bank cannot butall
follow thethose objectives.

2. Employees tr aining is not arranged frequently basis.

3. The Pay Packages of the Bank is not competitive in comparing to other
Bank operating in
Bangladesh.
4. The bank does not accurately follow the performance appraisal.
5. Only the head office contains HR division and all the HR activities ar e
contr olled from
head office. the reason, when sometimes any HR problems raised
For this
employees havetime
wait for a long to to solve it. Moreover, this department is not too
structured.

P a32
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 Chapter- 8
Recommendatio
nsand Conclusion

P a33
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8.1 Recommendations

Though NCC Bank Ltd is a well-established Commercial bank in

Bangladesh
successfullyand running
in the domestic market however we think the bank should
improve some ofregarding
policy process its recruitment, training and development,
performance
Programs. Onappraisal
the basis of the findings, the recommendations are as
follows:
1. The Bank should practice that integrates the major objective, policies
and procedures
interrelated HR into
activity.
2. NCC Bank should arrange a lot of training schedules, seminars and
workshops for its to make them more effective and efficient.
existing employees
3. The manager of HRD should establish the standard pay structure for the
employees
organizationofinthe
order to reduce the high turnover of employees.
4. 360-degree performance appraisal method must be needed as result
branch manager
supervisor and subordinate can evaluate each other’s performance
which is aforvery
important the department of HR Division.
5. The Human Resource Division’s control must be str uctured.
Decentralizing thetheHR
division will sure HR related problem solve quickly.

P a34
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8.2 Conclusion
In conclusion, even though NCC Bank HR policy and their banking
system andgood
generating initiatives are I believe they would be even more fruitful if
outcomes,
they
aboveimplemented the
mentioned recommendations. NCC Bank recruitment and
selection
programsprocess, training
and initiatives taken in order to improve the quality of their
employees and to
that they work to their
ensure
fullest potential have generated good outcomes,
which shows
investment in that
theirtheir
employees have not gone in vain. However, I do
believe
the abovethat by following
mentioned recommendations NCC Bank can get even better
results.

P a35
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References
th
Griffen, R. W. Text book: Management, 5edition, published by Houghton Mifflin
Company, 1997, P-456.
https://www.nccbank.com.bd/

https://www.bb.org.bd
https://dsebd.org /
David A. Decenzo & Stephen P. Robbins, Human Resource
Management,
Annual Report6th Edition
2017 of NCCBL.

P a36
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