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“Overall Banking System & HRM practice of NCC Bank Ltd”.

INTRODUCTION 1.1 Origin of the Study Banking is an essential industry. It is the most important part of a country’s economic functionality. Bank is leading the financial institution sector. A bank as the matter of fact is just like a heart of the economic structure and the capital provided by it is like the blood in it. As long as the blood is in circulation the organs will remain sound and healthy. Over the last few years the Banking world has been undergoing a lot of change. As part of the economic reforms, banking industry has been deregulated and made competitive. New players have added to the competition. IT revolution has made it possible to provide ease and flexibility in operations to customers. Rapid strides in information technology have, in fact, redefined the role and structure of banking in Bangladesh. Further, due to exposure to global trends after Information explosion led by Internet, customers - both Individuals and Corporate - are now demanding better services with more products from their banks. It has become essential for every person to have some idea on the bank and banking procedure. As our educational system predominantly text based, inclusion of practical orientation program is an exception to the norm. From practical knowledge, we will be able to know real life situations and start a career with some practical experience. In such state of affairs this internship report is an attempt of studying about the general banking activities, financial performance and analysis of NCC Bank Limited and my report topic has been selected as “Overall Banking System & HRM practice of NCC Bank Ltd”. 1.2 OBJECTIVES OF THE REPORT The objective of the report is to familiarize myself with real market situation and compare it with bookish concept. The main objective of this report is to have an assessment about recruitment and selection process of NCC BANK Limited. In addition the study seeks to achieve the following objectives:


To know about the recruitment and selection process of NCC BANK

To familiarized with practical job environment.

To give a brief overview of NCC BANK Ltd.

• •

Knowing lending products of the NCC Bank. Knowing the credit policy and credit operation model.

1.3 SCOPE OF THE REPORT The report covers only human resource practices in NCC BANK limited. It focuses on overview of the bank including a comparative study about HRM and the existing banking practices. The report also investigates the perception of employees of the bank toward employee benefits and development policy. Also make discussion with Human Resource Manager and employees. Prospectus, brushers, manual is used at the time of preparing the report. 1.4 METHODOLOGY OF THE REPORT The nature of this report is descriptive, so instead of doing any survey or using sampling method, observation method is used to complete this qualitative research. Most of the necessary information has been collected by face to face interview with the employees working in this HR department, personal observation. 1.5 SOURCES OF THE DATA The report is based on both primary and secondary sources of information. Interviewing the managers and officers of the bank, has provided the primary sources of information. Furthermore, different publications of the bank, annual reports, and the bank website were the secondary sources of data. a) Primary Sources: •

Guidelines and suggestions from HR manager in charge of NCC BANK limited.

Interviewing with the bank officials, specially the In charge of human resource management of NCC BANK Ltd

Observation from the total internship period

Operational Process

Discussion with officials

b) Secondary Sources: •

Annual report of NCC Bank Ltd.

Published Booklet of NCC Bank Ltd.

Various published documents.

Website of the Branch


Internet

1.6 DATA COLLECTOIN TECHNIQUE Fort the purpose of the study two methods of techniques used: a)

Observation

b)

Interview

1.7 LIMITATIONS Observing and analyzing the broad performances of a Bank and one of its Branches are not an easy job by this short duration of time. However, the report will help me understand the whole system of recruitment and selection of employees of Banks in our environment. Some fetters at the time of preparing the report are tagged on below •

The insufficiency of information is one of the constraints of the study. Moreover Particular Division of the Bank is not interested to provide all information due to corporate obligation.

The officer and clients are busy to provide time for interview.

Inexperience and time limitation were the constraints of the study.

1.8 AN OVERVIEW OF ELEPHANT ROAD BRANCH As the report on National Credit and Commerce Bank Limited, Elephant road Branch so it is essential to get some information about this branch I appointed at Elephant Road branch, which is started on 2 nd February 2011. Although this branch has past only one, it has created positive image not only to the NCCBL but also to the customers. There are some efficient and effective bankers, workers in this branch. The management of the branch always tries to provide better service to its customer and behave well with them. As a result they have got a huge number of accounts in this branch. Despite stiff competition among bank operating in Bangladesh, both foreign and local, Elephant Road Branch has achieved satisfactory progress in all areas of its operation and earned an impressive operating profit and shown a continuous growth in advance, deposits and foreign exchange business. Location: It is located at Elephant Road, the prominent of Dhaka. Address SEL SIDDIQUE PLAZA (IST FLOOR), 173 Elephant Road, Dhaka


Customers The customer base of NCCBL Elephant Road Branch, Dhaka comprises mainly of professionals, service holders, businessman, who are involve in trading, manufacturing and to limited extend of housewives.

ORGANIZATIONAL BACKGROUND 2.1 HISTORY OF NATIONAL COMMERCE & CREDIT BANK LIMITED (NCCBL) National Credit and Commerce Bank Ltd., popularly known as NCC Bank Ltd. Started banking operations on 17 May 1993 with an authorized capital of Tk 750 million divided into 7.5 million ordinary shares of Tk 100 each and paid up capital of Tk 195 million. The paid up capital was enhanced to Tk 390 million in 2000. NCCBL is the restructured form of the first investment company in the country, the National Credit Limited (NCL), which started business with a paid up capital of Tk 50 million and survived 8 years before its normal operations were suspended. Now NCCBL has completed long 17 years of journey which is a total success story all the way. During its long operation, the Bank could make its presence felt in the national level by undertaking and exploring new fields of investment where no Bank or Financial Institution has invested before. 23-member board of directors, including the chairman and a vice-chairman oversees the affairs of the bank. The managing director is its chief executive. Now the bank had 58 branches. The registered head office of the bank is at the capital city of Bangladesh, Dhaka. With expanding business in the home and abroad, NCCBL never ignored its social responsibilities as a business organization. Under the auspices of NCC Bank Foundation, it has taken various commendable steps which include holding of seminars/symposium, according grand reception to Language Veteran to Mr. Abdul Motin, sponsoring different Cultural and Sporting Events, etc. The Bank has co-sponsored the reception accorded to Prof. Dr. Md. Yunus on his receiving Nobel Prize for Peace in 2006. Through Foundation the Bank has also distributed books and other teaching materials to destitute students of remote areas of the country and also gave away stipend and crest to them. It has also extended financial assistance to a City Hospital to extend treatment to destitute patients suffering from grave deceases.


2.2 NCC BANK – AT PRESENT Having started its operations as a commercial bank in 1993, recovering from some primary difficulties, NCC Bank has now emerged as a major player in the financial sector. Listed in both the Dhaka and Dhaka bourses since late 1999 with an IPO that raised the paid-up capital of the bank to Tk.39 core, the current price levels of its shares and turnover in trading is evidence of its high rating among investors. As per Right Share Offer Document 2010 its Authorized Capital is Tk.500.00 crore, Paid up Capital is Tk.228 crore. The bank has a strong branch network nationwide with 76 branches to effectively address the needs of its cross- segment customer base. It also has 4 SME service Centers & 10 Brokerage House Branch.

2.3 OBJECTIVE OF THE COMPANY The main objective is to maximize profit through customer satisfaction which very much reflects idea of marketing concept. NCCBL has been ensuring maximum profit by providing best and improved customer service along with other corporate object mentioned below: •

Delivered the highest quality services and performances in order that customers choose them first.

Maintain the high standard of corporate and business ethics. .

To be the most efficient bank in terms of technology application.

To achieve and sustain in the domestic leading market position in both customer and corporate banking sector.

To contribute towards the formation of national capital

To strive for good profit and sound growth.

To value and respect the customers and maintain harmonious banker-customer relationship.

2.4 CORPORATE VISION OF NCC BANK To become the Bank of choice in serving the Nation as a progressive and Socially Responsible financial institution by bringing credit & commerce together for profit and sustainable growth. 2.5 CORPORATE MISSIN OF NCC BANK To mobilize financial resources from within and abroad to contribute to Agricultures, Industry & Socio-economic development of the country and to pay a catalytic role in the formation of capital market.


2.6 Values of NCC Bank NCC Bank operates according to the following values: •

To have a strong customer focus and build relationship based on integrity, superior service and manual benefit.

To work for business innovation and improvements.

To work as a team to serve the best interests of the group.

To be responsible, trustworthy and law-abiding in every sphere.

To value and respect the people and make decision based on the merit.

To provide recognition and reward on performance

FUNCTIONS OF NCC BANK LTD 3.1 FUNCTION OF GENERAL BANKING General banking is the heart of all banking behavior. It is designed to provide financial services to the general people in saving their money, sometimes transaction for businessperson and ensures security of the precious wealth of clientele. This is the busiest and important department of a branch, because funds are mobilized, cash transactions are made; clearing, remittance and accounting are done here. Since bank is confined to provide the service every day, General banking is also known as retail banking. Main functions of this department are: Account Opening Issuance of Cheque Receiving Cheques for clearing, Transport, and Dispatch Issuance of Telegraph Transfer (TT), Pay Order (PO), Demand Draft (DD) etc Opening and Maintaining of FDR, DPS and other Scheme Deposit Fund Transfer Closing and Transfer of Account


Maintaining the locker of the Bank Outward clearing of IBC and OBC Maintaining On-line Voucher 3.2 SELECTION OF GENERAL BANKING The general banking Department does the most important and basis works of the bank. All other department is linked with this department. It also plays a vital role in deposit mobilization of the branch. For proper functioning and excellent customer service this department is divided into various sections namely as follows:

General Banking

Account s •

Cash Sectio

Depos it

Clearing Section

Bills Sectio

Others

Account opening section:

Banker and customer relationship established through opening an account. It binds the banker and the customer into a contractual relationship i.e. a deposit account & loan account. Generally account opening means to open a deposit account. When a customer want to open a bank account the banker has to maintain some common principal & procedure form and have to attach their organization documents. Nature of accounts: There are various kinds of account holders can open account in NCCB Ltd. i.

Individual

ii.

Joint

iii.

Proprietorship

iv.

Limited company (Public/Private)

v.

Educational Institute, Club, Society, Association etc.


Types of Account: i.

Current

ii.

Savings

iii.

Short Term Deposit

iv.

Fixed Deposit (FDR)/SDS/SSS

v.

Money Double Program

vi.

Foreign Currency Account

vii.

Premium/Instant Earning Term Deposit

viii.

Others

Individuals: Individuals are adult person of 18 years of age or more who are competent to enter into the contracts. Needed documents for individuals: •

Account opening form with nominee form duly filled up.

Two copies of photographs of the account holder who will run the account, which are attested by the introducer.

One copy of photograph of nominee, which is attested by the account holder(s).

Specimen Signature Card signed by the account operator on the presence of the authorized officer of the Bank.

Proper identity of the introducer. An introducer is a person who is accepted by the Bank.

Special instruction (if any).

KYC.

Joint Account: More than one jointly or adult with minors may constitute Joint account. Needed documents for Joint Account: •

Account opening form with nominee form duly filled up.

Two copies of photographs of the account holders who will operate the account, which are attested by the introducer.

One copy of photograph of nominee, which is attested by the account holders.

Specimen Signature Card signed by the account operators on the presence of the authorized officer of the Bank.

Proper identity of the introducer. An introducer is a person who is accepted by the Bank.


Special instruction (if any).

KYC.

Sole Proprietorship Concern: A business concern owned & managed by more than one person may be registered is a partnership with one another & called individually a firm & the name under which there business is carried on is the firm’s name. Needed documents for Sole Proprietorship: •

Account opening form with nominee form duly filled up.

Two copies of photographs of the account holder who will run the account, which are attested by the introducer.

Copy of valid trade license regarding its validity, address, title, ownership of the license etc.

Specimen Signature Card signed by the account operator on the presence of the authorized officer of the Bank.

Proper identity of the introducer. An introducer is a person who is accepted by the Bank.

Special instruction (if any).

KYC.

Limited Company: •

Public limited Company: A body corporate formed and registered under Company Act 1913, with limited members and liability having certificate of incorporation given by register, joint stock Company’s & memorandum of association & articles of association.

Private limited Company: A body corporate formed and registered under Company Act 1913, with liability of the share holders & with no upper ceiling of shareholding having both certificate of incorporation & certificate of commencement given by register, joint stock companies. It must have memorandum of association & articles of association, autonomous bodies are organizations created by special acts of the parliament or by presidential orders.


Needed documents for Limited Companies: •

Memorandum of association

Articles of association

Attested photographs (Account operator)

Letter of commencement (For Public Ltd Co.)

Letter of incorporation

List of Directors

Registration: The company must be registered & certificates related to this issue is obtained from the registered office of joint stock company.

Resolution: Specimen of resolution to be passed by a limited company for opening an account with the Bank.

Trusts: Trusts are created by trust deeds according with the law. Trusts are given control of an estate, usually of the decreased for the benefit of the certain persons who are called beneficiaries. Needed documents for Limited Companies: •

Account opening form with nominee form duly filled up.

Two copies of photographs of the account holder who will run the account, which are attested by the introducer.

Certificate copy of Deed of Trust

Certificate copy of Resolution of the trustee Board for opening & operation of their Account with the Bank.

Initial Deposit

Specimen Signature Card signed by the account operator on the presence of the authorized officer of the Bank.

KYC.

Clubs/Association/Societies: These are organizations created & registered or not registered under society’s registration act some of these may be registered under companies act.


Needed documents for Clubs/Association/Societies: •

Account opening form with nominee form duly filled up.

Two copies of photographs of the account holder who will run the account, which are attested by the introducer.

Certified copy of Byelaws & Regulation / Constitute duly certified by the Chairman I Secretary.

Certificate copy of Resolution of Management I committee, Executive committee duly singed by the member of the Committee as per their Memorandum for opening & operation of their Account with the Bank.

Up to date list of Officer Bearers I governing Body I Managing Committee duly certified by the

Chairman/Secretary

(Including

Present

&Permanent

Address

of

the

Office

Bearers/Governing Body/Managing Committee). •

Specimen Signature Card signed by the account operator on the presence of the authorized officer of the Bank.

KYC.

Special Instruction (if any).

Deposit Section:

The total deposits held by the banker are broadly divided into demand deposits and term deposits. NCCBL is maintaining the major accounts for deposit mobilization. The different types of account scheme as follows Demand Deposit: Under demand deposit the client can withdraw his /her money any time without any prior notice. At present NCC Bank limited offer three types of demand deposit. These are: •

Current Account (CD)

Saving Account (SB)

Short term Deposit (STD)

Current Account: This scheme is of the nature of demand deposit no interest is allowed on this deposit Minimum deposit is 1000tk month. This account has chousing facilities & balances are transferable. There are different types of Current Account, These are•

Individual Joint


Proprietor Firm

Partnership Firm

Limited Company

Club/Society/School/College

Saving Account: Deposit on this account is self-explanatory and generally emanates from the individual. It is 90% times and 10% Demand deposit. Its rate of interest is- 7% Minimum Deposit is Tk.1000. Withdraw should not exceed 25% of the balance. Short term deposit: The characteristics of Short-term deposit and current deposit are same. Bank has given 6% interest under this scheme. But for private A/C, below Tk.2lac, no interest and for collection account, below Tk.10lac, no interest is given. Term deposit: In case of term deposit client can withdraw his/her money after a certain period of time. NCCBL offers various types of term deposits for its clients. Various term deposits that are provided by NCCBL is given below: B.01.Fixed Deposit Receipt (FDR): FDR is a term deposit and also interest bearing. A customer can have as many fixed deposit he/she wants. The maximum period of Fixed Deposit is three years but normally one is done because longterm investment is less profitable for Bank. A customer can have fixed deposit for a month, three months, six months or one year. Minimum Deposit is Tk.50000. The interest rate varies according to the amount and period. FDR for 1 month, interest rate is- 8.00% FDR for 3 months, interest rate is- 11.50% FDR for 6 months, interest rate is- 11.75% FDR for 1 year, interest rate is- 12.00%


Monthly interest will given against the depositors amount according to the following schedule (after deducting 10% tax and verified excess duty) Auto renewal facility is there. Special Saving Scheme: NCC Bank Ltd has introduced a Special saving scheme, which was called as Pension Saving Scheme. Two types of account can be opened under this scheme. One term is for 5 years --Interest Rate 9.50 Another term is for 10 years --Interest Rate 9.75% •

Monthly installment of Deposit will be Tk.1000/= and its multiple up to Tk.10000/- only as mentioned below to be deposited every month during the entire period of the scheme as fixed at the time of opening of the account. Account may be opened for any installment but later on the same is not changeable.

The A/C holder can avail of loan facility (maximum 80% of the deposited principal amount) by keeping SSS A/C under line after two years from opening the A/C.

The depositor(s) will be paid a fixed amount after expiry of the term as follows:

Special Deposit Scheme (SDS) It is a term deposit. The interest Rate is 12%. The Executive Committee of the board of Director of the Bank in its 143rd meeting held on 14.08.2007 has approved introduction of

Special

Deposit Scheme (SDS) for a period of 5(five) years for the amount of minimum Tk.1,00,000.00/and its multiple at 12% interest. If premature encashment with in 1(one) year, no interest but before 2(two) years, will entertained prevailing SB interest Rate and after 2(two) before 3(three) years, prevailing SB+0.50% and after 3(three) before 4(four) years, prevailing SB+1.00%. 1.

During the time of Deposit, depositor will get monthly dividend/interest as per following break-up: Amount of

Monthly Dividend

Deposit

Amount of

Monthly Dividend

Deposit

Tk.1,00,000.00

Tk.1,000.00

Tk.6,00,000.00

Tk.6,000.00

Tk.2,00,000.00

Tk.2,000.00

Tk.7,00,000.00

Tk.7,000.00


Tk.3,00,000.00

Tk.3,000.00

Tk.8,00,000.00

Tk.8,000.00

Tk.4,00,000.00

Tk.4,000.00

Tk.9,00,000.00

Tk.9,000.00

Tk.5,00,000.00

Tk.5,000.00

Tk.10,00,000.00

Tk.10,000.00

02. The duration of time between deposit and payment of first Dividend/interest must be minimum 30(Thirty) days. 03. Income Tax levied by Government on interest against bank deposit shall have to be borne by the depositor and the amount to be realized from the Monthly Dividend/ interest. 04. In case lending against pledge of SDS receipt, interest at the rate of 15%(12%. +3%) has to be charged against the loan outstanding. This interest rate is fixes and applicable in all cases without further consideration. 05. Monthly Dividend may be paid in cash or transferred to SB/CD-A/C of the depositor as per instruction. Instant Earning Term Deposit (IFTD): This type of interest can be done for 1(one) year. Interest Rate 1% below present FD rate, as interest will be paid at the time of deposit. No interest if premature encashment with in 6(Six) months and interest already paid at the time of deposit, will be deducted from principal amount but after 6 (SIX) months, interest will be paid at the time of opening account, will be deducted from principal amount. Premium Term Deposit: It is for 2 years. Interest Rate is 1% above the present Fixed Deposit Rate. No interest is given if premature encashment with in 1 year and after 1 year, interest will be paid at present FD rate, also no auto renewal. Money Double Program Deposit: It is newly introduce by the Bank. Money will be double after 6 years. No interest is given if premature encashment with in 1 year and after 1 year, interest will be paid on SB rate. It has also no auto renewal.


Cash Section

Cash Receiving Procedures: The work of cash receiving counter is examining deposit slips. Depositors will use the prescribed deposit slip supplied by the bank to deposit cash, check, pay order etc. In all types of deposit the teller must check the following things: •

The slip has been properly filled up

The title of the account and its number

The amount in figure and in words is same

Instrument signed by the depositors

Date of the instrument

After checking all these things the teller will accept cash, check, pay order etc. against deposit slip. The teller will place the cash in the cash drawer according to Denominations. The teller will place sign and affix “Received cash, rubber stamp” & return the customer’s copy to the customer. Cash Payment Procedure: In order to cash payment procedure, the paying banker has to observe the following things: •

A cheque must be looked whether it is open or cross cheque.

The paying officer should see whether the cheque is drawn on his/her branch.

He must check whether the Cheque is post or pre-dated.

A teller must not pay any post-dated Cheque.

The officer must carefully check the apparent tenor of the Cheque. If it is materially altered than the officer must not honor it.

The officer must compare the signature of the Cheque with the signature on the specimen signature card.

The officer must verify the regularity of the endorsement.

The officer may allow overdue against a Cheque if prior arrangement is done with the Bank.

Passing the Cheque: If the Cheque has no defeat and it is payable, the in charge will sign in the Cheque affixing signature verification seal along with his/her initial and will cancel the Cheque by striking it by pen. The officer will hand over the payment to the appropriate payee. Dishonor of Cheque: A banker can dishonor a Cheque in following situation:


Insufficient fund

Payment stop by drawer

Alteration required drawer signature

Effect not clear in Cheque

Exceed arrangement in Cheque

Full cover did not receive

Payee’s endorsement irregular/illegible/required

Drawer signature differed & required

Cheque is post-dated/out of date

Crossed Cheque must be presented through a bank

Clearing stamp required cancellation

Crossed Cheque “ Accounts Payee Only”

Collecting bank’s discharge irregular//required

The Account Department: This is the most confidential department of a bank. Recording all kinds of transaction of the branch, confirming their accuracy and preparing statements are the main job of this department. Now a day under computerized banking system, the jobs of accounts department become very easy. The computer then directly preparing the clear cash statements. The function of the accounts department can be divided into two ways: a) Daily function b) Periodical functions Daily function: The routine tasks of the accounts department are as follows:

Record the daily transactions in the cashbook.

Record the daily transactions in general & subsidiary ledger.

Prepare the daily position of the branch comprising of deposit and cash.

Prepare the daily statement of affairs showing all the assets and liability of the branch as per ledger and subsidiary ledger separately.

Pay all expenditure on behalf of the branch.

Checking whether all the vouchers are correctly passed to ensure the conformity with the ‘Activity Report’ if otherwise making it correct by calling the respectively official to rectify the vouchers.

Records inter branch fund transfer and providing accounting treatment.


Periodical functions: The routine Periodical tasks of the accounts department are as follows: •

Prepare the monthly salary statement of the employees.

Publish the basic data of the branch.

Prepare the weekly position for the branch, which is sent to the Head office to maintain Cash Reserve Requirement.

Prepare the monthly position for the branch, which is sent to the Head office to maintain Liquidity Requirement.

Prepare the weekly position for the branch, comprising of the breakup of sector wise deposit, credit etc.

Prepare the weekly position for the branch, comprising of the denominator wise statement of cash in tills.

Preparing the budget for the branch by fixing the target regarding profit and deposit so as take necessary steps to generate and mobilize deposit.

Clearing and collection section:

For safety and security in financial transaction, people use financial instruments like DD, PO, and Check, PS etc. Commercial bank’s duty is to collect these financial instruments on behalf of their customer. This process that the banks use is known as Clearing and collection. •

Clearing section:

If a DD, PO, Check, PS of a bank comes from another bank within the range of the local clearinghouse it is sent for collection through clearinghouse to the respective branch. NCC Bank Ltd, Dhanmondi branch as a non-AD branch, sends this to the respective branch for clearing & deposits all kinds of instruments to the clearinghouse for collection on behalf of all branches. Essential things for clearing the instruments: There are three required for clearing the instruments. •

Crossing seal

Endorsement seal

Clearing seal

Outward clearing instruments handling procedures:


If any account holder, which is not drawn on Dhanmondi Branch in remittance department and expected to be in process of, deposits any cheque collection of money from another bank can never be placed for “over the counter (OTC)” payment. This cheque must be placed by the account of Dhanmondi Branch at first, then remittance department with the deposit slip. In that deposit, the account number in which the collected money from the paying banker will be happened, the name of the account holder, the signature of the depositor, etc. should be stated clearly. The process of Outward clearing cheques started from here. The steps are as follows:

Reception of cheque by the officer & special crossing too given on the cheque. Special crossing means the crossing in which the name of NCC Bank Ltd is stamped.

Register entry is necessary to the Outward clearing register.

Clearing seal to be given (LBC for cheque, the money of which will be collected from the bank exists in Dhaka city or local area & OBC for the cheques, the money of which will be collected from outside the Dhaka city or local area.

Endorsement seal to be given at back of the cheque.

Cheque schedule should be attached with each Outward clearinghouse along with the forwarding & sent to the clearinghouse with a view to be cleared.

Each & every slip is important and none of these can be avoided. Inward instruments handling procedures: There are some procedures in handling Inward instruments. Procedures are given below: •

The Cheques of other instrument drawn on Branch received from other banks through clearinghouse are checked whether they are crossed of endorsed properly.

• For payment of the instruments all formalities for cheque payment are maintained. • In case of other branch if any instrument returned unpaid for any reason shall be given to the sending back through branch with a return memo. • For all amount of returned cheque NCC BANK will give an IBTA to the concerned branch •

Collection section:

The collections are happening in many ways. •

Outward clearing cheque

Inward clearing cheque

Outward bill collection (OBC)

Inward bill collection (IBC)


Local bill collection (LBC)

Outward bill collection (OBC):

When Dhanmondi Branch send any cheque drawn on other branch outside Dhaka city of NCC Bank Ltd for collection on part of its account holder, then this collection procedure will be treated as OBC. OBC happens when the cheque would be drawn on another branch of NCCBL that is outside the Dhaka city.

The total procedure is as follows: 

Reception of the cheque from account holder.

Seal of the Dhanmondi branch is to be given on the cheque, special crossing and seal of NCCBL to be given in front of cheque and the end endorsement to be on back of cheque.

Entry is taken on Register.

IBCA (Inter Branch Credit Advice) is prepared and send respective branch along with respective instrument.

Dispatch to the department for posting favoring the particular account.

At last, it will be posted in the account department.

Inward bill collection (IBC): This the reverse procedure of the LBC or OBC; that is if a cheque is sent to Dhanmondi Branch (drawn on Dhanmondi Branch but deposited to another branch of NCCBL by other party for collection then before sending to Dhanmondi Branch they mention a OBC or LBC number), Dhanmondi Branch writes another number against the OBC or LBC number known as IBC number. The process of IBC is as follows: •

Verification of the client’s account that whether there remains enough money or not.

If enough money is available in account then following steps should be followed.

Entry of IBC number into the IBC register book.

Issuance of voucher

Credit Advice sent to the collecting branch by which the transaction would be following: •

Particular client account Dr

IBTA account Cr.

If the paying bankers return cheque the bank identifies the causes for which it is turned down.


If a DD, PO, Check, PS of a bank comes from another bank within the range of the local clearinghouse it is sent for collection through clearinghouse to the respective branch. NCC Bank Ltd, Dhanmondi branch as a non-AD branch, sends this to the respective branch for clearing & deposits all kinds of instruments to the clearinghouse for collection on behalf of all branches.

Essential things for clearing the instruments: There are three required for clearing the instruments. •

Crossing seal

Endorsement seal

Clearing seal

If any account holder, which is not drawn on Dhanmondi Branch in remittance department and expected to be in process of, deposits any cheque collection of money from another bank can never be placed for “over the counter (OTC)” payment. This cheque must be placed by the account of Dhanmondi Branch at first, then remittance department with the deposit slip. In that deposit, the account number in which the collected money from the paying banker will be happened, the name of the account holder, the signature of the depositor, etc. should be stated clearly. The process of Outward clearing cheques started from here. The steps are as follows: •

Reception of cheque by the officer & special crossing too given on the cheque. Special crossing means the crossing in which the name of NCC Bank Ltd is stamped.

Register entry is necessary to the Outward clearing register.

Clearing seal to be given (LBC for cheque, the money of which will be collected from the bank exists in Dhaka city or local area & OBC for the cheques, the money of which will be collected from outside the Dhaka city or local area.

• •

Endorsement seal to be given at back of the cheque. Cheque schedule should be attached with each Outward clearinghouse along with the forwarding & sent to the clearinghouse with a view to be cleared.

Each & every slip is important and none of these can be avoided. There are some procedures in handling Inward instruments. Procedures are given below:


The Cheques of other instrument drawn on Branch received from other banks through clearinghouse are checked whether they are crossed of endorsed properly.

• For payment of the instruments all formalities for cheque payment are maintained. • In case of other branch if any instrument returned unpaid for any reason shall be given to the sending back through branch with a return memo. • For all amount of returned cheque NCC BANK will give an IBTA to the concerned branch The collections are happening in many ways. •

Outward clearing cheque

Inward clearing cheque

Outward bill collection (OBC)

Inward bill collection (IBC)

Local bill collection (LBC)

Outward bill collection (OBC):

When Dhanmondi Branch send any cheque drawn on other branch outside Dhaka city of NCC Bank Ltd for collection on part of its account holder, then this collection procedure will be treated as OBC. OBC happens when the cheque would be drawn on another branch of NCCBL that is outside the Dhaka city. The total procedure is as follows: 

Reception of the cheque from account holder.

Seal of the Dhanmondi branch is to be given on the cheque, special crossing and seal of NCCBL to be given in front of cheque and the end endorsement to be on back of cheque.

Entry is taken on Register.

IBCA (Inter Branch Credit Advice) is prepared and send respective branch along with respective instrument.

Dispatch to the department for posting favoring the particular account.

At last, it will be posted in the account department.

This the reverse procedure of the LBC or OBC; that is if a cheque is sent to Dhanmondi Branch (drawn on Dhanmondi Branch but deposited to another branch of NCCBL by other party for collection then before sending to Dhanmondi Branch they mention a OBC or LBC number), Dhanmondi Branch writes another number against the OBC or LBC number known as IBC number. The process of IBC is as follows: •

Verification of the client’s account that whether there remains enough money or not.

If enough money is available in account then following steps should be followed.


Entry of IBC number into the IBC register book.

Issuance of voucher

Credit Advice sent to the collecting branch by which the transaction would be following: •

Particular client account Dr

IBTA account Cr.

If the paying bankers return cheque the bank identifies the causes for which it is turned down.

Local bill for collection: If the cheque which is drawn to the NCCBL in local area and deposited to the bank by the account holder for collection of money and be deposited in his/her account the collection procedure would be treated as NCCBL. Its procedure is like the OBC (expect, in case of OBC the collecting banker’s seal as OBC and in case of LBC its seal as LBC. Clearing House: Clearing is an arrangement by Bangladesh Bank under which member banks agree to meet, through their representatives, at an appointed time and place to deliver instrument drawn on payable or receivable at the case may be, is settle through as account kept with the controlling bank. Local Remittance Department: Remittance is significant part of the general banking. The bank receives and transfers various types of bills through the remittance within the country. Obviously the bank charges commission on the basis of bills amount. NCCBL remittances are safe, swift, inexpensive and simple. Types of Remittance: a. Pay Order (PO) b. Demand Draft (DD) c. Telegraphic Transfer (TT)

a) Pay Order (PO): Pay Order (PO) is an instrument that contains an order for payment to the payee only in case of local payment whether on behalf of the bank or its constitution. Unlike cheque, there is no possibility of dishonoring the Pay Order (PO). NCCBL charges different amount of commission on the basis of Pay Order (PO). It has some following characteristics:


The issuing branch and paying branch are same.

Application for payment within the clearing house

This may be open or crossed

Procedure of PO issue: •

Obtain Po application from duly filled up & signed by the applicant.

Receive the amount in cash /transfer with commission amount.

Issue Pay Order.

Entry in Pay Order registers.

b)Demand Draft: By DD any person can send money from one branch to another branch NCCBL. To send the money he/she must filled up the NCCBL’s prescribed form of DD and paid charged commission and receive DD block. The following information is included in the DD block: •

Name of the sender and receiver branch.

Name and account of the party who receive the money.

For security purpose a confidential test number is included in DD Block.

Amount of money to be transferred.

Procedure of DD issue: •

The sender sends this block to the Receiver branch.

DD Block Receiver by the Receiver branch.

The authorized officer of the Receiver branch tests the DD confidential number and if the test number is proved then he/she give the money to the payee.

Enter in the DD number.

Issue Advice to the payee branch.

c) Telegraphic Transfer (TT): It is an order to the issuing branch to the paying branch to pay a certain some of money the beneficiary. TT transaction is done in between the two branches of the same bank only. The beneficiary should maintain an account with the NCCBL to get this facility. Before sending the message the beneficiary should fill a form. Following things are included in TT form: •

TT number

TT test number


Name and Account number of the payee

Power of Attorney number of the sender and receiver of T.T.

The amount to be transferred

Procedure of TT issue: •

To send money urgently NCCBL may be requested for TT on payment on a nominal charge and telegram charges.

Any person can urgently send money from one branch to another branch within NCCBL through TT.

When a message of TT send through phone from one branch to another branch in that time the message received by the authorized officer who has a right of power of Attorney.

After fill up of TT form the authorized officer tests the Test number of TT. If he/she ensured through testing the test number then he credit the account of the payee. On the other hand, if the testing number is not proved then he/she callback to the sending branch of T.T. and request to a new T.T.

Charges on remittances: Issuance of Pay Order: Amount

Commission

Up to Tk. 1.00 Lac

Tk.10/- + 15% vat

Above Tk. 1.00 Lac to Tk. 5.00 Lac

Tk.20/- + 15% vat

Above Tk. 5.00 Lac

Tk.30/- + 15% vat

Issuance of DD/TT: Commission: Telegraph/Telex Charge:

Tk. 0.10% Tk.30/-

Dispatch Section: The literal meaning of the term “Dispatch” is to send away quickly or to receive an official message. There are two types of dispatch maintained by the Dispatch Section. The sections are


Dispatch of letter

Dispatch telegram

For convenient of the work Dispatch of letter has been classified into two main groups. •

Inward mail

Outward mail

Outward mail is again divided into two groups. •

Ordinary letter

Registered letter/Registered mail

Each branch will maintain a deposit account with the local telegram office to which the amount of initial deposit will be paid by debiting to the charge account under advice to accounts division where a record of all such deposit paid by branches is maintained. The receipt for the deposit will be recorded in the branch document register & retained with other documents.

Personal & Establishment Section:

This section is working under general banking department. The functions of this department are as follows: •

Supply of office stationary furniture & fixture

Maintenance of all fixed assets

Placement, transfer, promotion letter issuing to the employees

Correspondent with different departments & executives

Maintenance of stores

Preparation of expense bill for all kind expenses

Maintenance of all expenditure registers.

Deposit Rate of NCC Bank ltd. Products

Rate

Savings Bank Deposit A/C

06.00%

Short Term Deposit A/C

05.00%


Special Savings Scheme

12.00%

FDR [One Month]

08.00%

FDR [Three Month]

10.00%

FDR [Six Month]

10.00%

FDR [One Year]

10.00%

Letter of Credit The Bank provides this service to facilitate international trade. It is a guarantee f1'0111 the Bank on the amount required for the payment of shipment if the importer fails to do so. The importer substitutes the Bank's credit rating for its own through this service. Letter of Credit is a nonfunded service that generates revenue in the form of commission for the Bank by acting as a guarantor. Bills under Letter of Credit The bank allocates funds against import bills. Advances against Bills under Letter of Credit are originated from the lodgment of shipping documents received from foreign banks against Letter of Credit established by the Bank Bank Guarantee A Significant portion of the Bank's revenue comes from providing Bank Guarantee service. This is a non- funded credit service of the Bank where it only works as a guarantor and earns commission. This service is available in all branches of the Bank in the country. Function of foreign exchange department: The major duties and responsibilities of foreign exchange departments are as follows: •

Facilitating Import &Export trade

Providing Funded and non funded Credit facility

Providing Non Commercial Remittance

Presentation & submission of Statement

Back to Back L/C opening, Acceptance and Payment

Sight L/C opening, Acceptance and Payment

Taking necessary action in the cases like discrepancy, amendment etc


Maintaining

Division of Foreign Exchange department:

Remittance

Accounts

both

inward

and

out

ward

The functions of the foreign exchange department can be divided into three sections. The sections are given below: a. Import section b. Export section c. Foreign Remittance section

Import section: Import means the process of buying various goods or services from outside the country. These imports may be used consumption, investment or other uses. NCC Bank ltd supports its customers by providing facilitates throughout the import Process to ensure smooth running of their business. B. Letter of Credit (L/C): Letter of Credit (L/C) is an agreement between an importer and an issuing bank. The bank to the importer provides Letter of Credit (L/C) in order to purchase goods from the exporter. The bank acts on behalf of the clients to deal with the exporter and the clients make the payment after receiving the goods accordingly. It is one of modern credit facility that provides assurance, that exporter of goods will receive his payment from importer. Subject to the condition that the beneficiary exporter submits documents conforming to the term of L/C. It contains a brief description about shipping date and the expiration date after which the payment will no longer be made. This type of letter is issued by commercial bank. Types of Letter of Credit: There are two types of Letter of Credit. They are •

Revocable Credit

Irrevocable Credit

Revocable Credit: This type of credit can be revoked or cancelled at any time without the consent of, or notice of the beneficiary. As per article 8(a) of UCPDC 500 “A revocable credit may be amended or cancelled by the issuing bank at any moment and without prior notice to the Beneficiary.” Revocable credit gives the buyer maximum flexibility, as it can be amended or cancelled without prior notice to the seller up


to the moment of payment by the issuing bank. In modern days, the use of revocable credit is not widely spread. Irrevocable Credit: It is the commonly used type of documentary credit. The credit, which cannot be revoked varied or changed/ amended without the consent of a parties’ buyer, seller, Issuing bank and Confirming bank (in case of Confirmed L/C). As per article 9(a) of UCPDC 500 “A irrevocable credit constitutes a definite undertaking of the issuing bank, provided that the stipulated documents are presented to the Nominated Bank or to the issuing Bank and that the terms and conditions of the credit are complied with. Irrevocable credit gives the seller maximum assurance of payments.

Special types of Letter of Credit: There are some special types of letter of credit. They are given below: I. Revolving L/C. II. Transferable L/C. III. Back-to-Back L/C. IV. Red clause L/C. V. Confirmed L/C. VI. Green clause L/C. Documents that are needed for Opening L/C: For opening a L/C, the importer should maintain some formalities. A list of significant documents along with the LCA form, which are required for a new importer while opening of Letter of Credit, is given below: •

Account to be maintained with the bank.

Valid import Registration Certificate.

Bonded warehouse license.

Indent issuing by indenting issuing agent or pro-forma invoice issued by foreign supplier.

Insurance cover note.

TIN Certificate.

VAT Certificate.

Declaration in triplicate regarding payment of income Tax by the importer.

Letter of Credit Authorization from duly filled in and signed by the importer.

One set of IMP form duly signed by the importer.


Valid Membership Certificate form of Registered Chamber of Commerce.

Proof of payment of renewal fees for the IRC.

Certificate of commencement.

Resolution Board of Directors.

Certificate of incorporation with RJSC.

Transmission of L/C: There are various ways for transmission of L/C. The ways are given below: •

Through SWIFT

By Telex

By DHL or FEDEX

Through Emergency Mail service

Charges of L/C: •

L/C commission (60% of margin)

VAT

Postage Tk.300

Miscellaneous 200

Stamp Tk.150

SWIFT charge Tk.1500for India and Tk.3000 for others

Loans and Advance Elements of Credit policy: There are some elements of good credit policy. The elements are •

A goal statement for the bank’s loan portfolio. That is the statement of the characteristics of a loan portfolio for the bank in terms of types, sizes and quality of loans.

A description of the bank’s principal trade areas, from with most loans should come.

Lines of responsibility in making assignments and reporting information with in the loan department.

Operating procedure for soliciting, reviewing, evaluating, rating and making decisions on customers’ loan applications.

Sources of Credit:


Nowadays a wide range of sources provides credit. These sources may be conveniently classified in the following figure: Sources of Credit: a) Institutional b) Non- Institutional Types of Loan: The loan and advances made by the NCCBL can broadly be classified by following categories:

Types of Loan

Short-term loan

Mid-term loan

(Term the loan is equal or less then one year)

(Term of the loan is up to five years)

Long-term loan (Term of the loan is more then five years)

In other point of view Loan can be divided into two types. Types of Loan

Funded loan A) Continuous Loan B) Term loan C) Demand loan Continuous Loan: There are four types of Continuous Loan. They are: 1. Cash Credit (Hypo) 2. Cash Credit (Pledge) 3. Secured Over draft 4. Unsecured Over draft

Non-Funded loan A) L/C B) Back to Back L/C C) Performance Bond


A) Cash Credit (Hypo): This type of credit is allowed to the traders and industrial borrowers for promoting trade and commerce and industries. Cash credit in the form of hypothecation is normally accompanied with mortgage of immovable properties. It creates a charge against the goods in favor of the bank but neither the ownership nor its possession is passed onto it. In case of hypothecation the possession of goods is not given to the bank. This is given access to goods whenever it so desires. The borrower furnishes periodical return of stock with the bank.

B) Cash Credit (Pledge): In case of Cash Credit (Pledge) possession of the goods belongs to bank & owner ship of the goods belongs to borrower. The goods are placed in custody of the bank with its name on the go down where they are stored. But the bank generally does not like to give this type of loan due to the problem of storing goods. Loan (General): In case of loan, the bank sanctioned certain amount of money for a certain period of time. The entire amount is paid on an occasion either in cash or by credit in his/her current account that he/she can draw at any time. The bank generally disbursed this type of loan to establish the industry. This type of loan also disbursed for capital expenditure like purchase of land, construction of factory building, purchase of machinery, modernization of plant etc. C) Housing Loan: A large amount of money is needed, to construct a house or purchase an apartment. It is not possible to all person to construct a house by own income source. To solve this problem NCCBL offers Housing Loan with easy repayment condition and less interest rate.

Products & Service of NCC Bank 4.1 DEPOSIT PRODUCTS


Fixed Deposit Receipt (FDR)

Current Deposit (CD)

Saving Bank Deposit (SB)

Special Saving Scheme (SSS)

Special Deposit Scheme (SDS)

Short Notice Deposit (SND)

Instant Earning Term Deposit (IETD)

4.2 LENDING PRODUCTS NCCBL launched the following lending products:  Continuous Loan •

Secured Over Draft against Financial Obligation (SOD/FO)

Secured Over Draft against Work Order/Real Estate etc. (SOD/G)

Cash Credit (Hypothecation/Pledge) Export Cash Credit (ECC)

 Demand Loan •

Payment against Documents (PAD)

Loan against Imported Merchandise (LIM)

Loan against Trust Receipt (LTR)

Forced Loan

Packing Credit

Secured Over Draft angst Cash Incentive

Foreign Documentary Bills Purchased (FDBP)

Local Documentary Bills Purchased (LDBP/IDBP)

Festival Business Loan


 Term Loan •

Loan General

Project Loan

Transport Loan

House Building Loan

Small Business Loan

Consumer Finance Loan

Lease Finance

4.3

REMITANCE PRODUCS

NCC BL offers the following remittance products: •

Foreign Remittance

Pay Order (PO)

Demand Draft (DD)

Telegraphic Transfer (TT)

Outward Bills for Collection (OBC)

Security deposit Receipt (SDR)

4.4 INTERNATIONAL BUSINESS PRODUCTS •

Letter of Credit (L/C)

Back to Back Letter of Credit (BTB L/C)

Buying & Selling of Foreign Exchange

Foreign Demand Draft (FDD)

Foreign Telegraphic Transfer (FTT)

4.5 SPECIAL FEE EARNING PRODUCTS


NCCBL offer to their customers the following Special Fee Earning Products: •

Bank Guarantee (B/G)

Foreign Bank Guarantee (F.B/G)

Credit Card

Debit Card

Portfolio Management

Underwriting

4.6 SOCIAL SERVICE PRODUCTS Bank takes some responsibilities for the society. Through sale of Lottery, collection of IPO, build various monuments etc. 4.7 NCC BANK BROKERAGE SERVICE NCC Brokerage house is offering highly quality service at a competitive rate. It offers full-fledged brokerage services with margin loan facility. NCC Brokerage House is a full service Depository Participant (DP) of Central Depository Bangladesh Ltd. (CDBL). The brokerage service is designed to provide customers with necessary support for profitability in the capital market. The brokerage house is dedicated to provide high level of professional and personalized services to its clients. Its services are comprehensive in nature, including brokerage, margin loan, CDBL facilities, and research and custodian needs of customers.

RECRUITMENT

5.1 MEANING OF RECRUITMENT


According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Recruitment refers to the process of screening, and selecting qualified people for a at an or firm, or for a vacancy in a volunteer-based some components of the recruitment process, midand large-size organizations and companies often retain or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization.

The recruitment industry has four main types of agencies: recruitment websites and job search engines, for executive and professional recruitment, and in-house recruitment. The stages in recruitment include sourcing candidates by or other methods, and screening and selecting potential candidates using tests or interviews.

Recruitment is the process of finding candidates, reviewing applicant credentials, screening potential employees, and selecting employees for an organization. Effective recruitment results in an organization hiring employees who are skilled, experienced, and good fits with your corporate culture.

5.2 RECRUITMENTS STATEGIES The most common and effective recruitment strategies include: • •

Obtain referrals from current employees. Participate in online social networking.

Tap into the online and off-line social networks of current employees.

Offer an effective, informational, exciting corporate recruiting website.

Participate in in-person networking at community and professional events.

Attend and exhibit at job and career fairs at colleges and universities and community and organization-sponsored events.


Post job openings on job boards.

in newspapers and their associated websites.

Sponsor scholarships, activities, class projects and events at local colleges and universities.

Contract for the services of a recruitment firm or headhunter.

Search and use other employer-employee matching methods at a variety of job boards.

5.3 PURPOSE & IMPORTANCE OF RECRUITMENTS •

Attract and encourage more and more candidates to apply in the organization.

Create a talent pool of candidates to enable the selection of best candidates for the organization.

Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

5.4 SOURCES OF RECRUITMENTS Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment SOURCES OF RECRUITMENT


5.5 RECENT TENDS IN RECRUITMENTS The following trends are being seen in recruitment: •

OUTSOURCING The HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing are: 1. Company need not plan for human resources much in advance. 2. Value creation, operational flexibility and competitive advantage 3. turning the management's focus to strategic level processes of HRM 4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time •

POACHING/RAIDING “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about.


Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. •

E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.

5.6 ADVANTAGES OF RECRUITMENT Advantages of recruitment are: • •

Low cost. No intermediaries

Reduction in time for recruitment.

Recruitment of right type of people.

Efficiency of recruitment process.

5.7 RECRUITMENT PROCESS

For the recruiting purpose both internal and external sources are used. Internal source refers to the present working force of an organization. Ether event of vacancy someone already in the payroll is promoted transferred or trained to fill up the post. On the other hand, advertisement, references, searching people in different organizations for recruitment purpose is some of the external source The following figure shows the process of Recruitment:

Job analysis

Human Resource Planning

Nature of Recruitment

Number of Specific Job to be filled

Recruitment Pool of Qualified Application


Selection

• Job Analysis The proper start to a recruitment effort is to perform to document the actual or intended requirement of the job to be performed. This information is captured in a and provides the recruitment effort with the boundaries and objectives of the search. Often times a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.

• Sourcing involves 1) A common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) Recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened.

• Screening and selection Suitability for a is typically by looking for skills, e.g. communication and computer skills. Qualifications may be shown through educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, and through or. In some countries, employers are legally mandated to provide in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an to perform many of the filtering tasks, along with software tools for psychometric testing

• On boarding "On boarding" is a term which describes the introduction process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. On boarding is included in the recruitment process for retention purposes. Many companies have on boarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months. 5.8 INTERNET RECRUITMENT/WEBSITES Such sites have two main features: job boards and a curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance.


The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their current companies, co-workers, customers or others might see their resumes.

FINDINGS: RECRUITMENT SYSTEM OF NCC BANK 6.1 RECRUITMENT SYSTEM OF NCC Bank In today’s rapidly changing banking environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programmed. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people.

6.2 HR FUNCTION ON NCC BANK


6.3 COMPONENTS OF THE RECRUITMENT POLICY • •

The general recruitment policies and terms of the organization Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.


Weight age during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organizational needs.

6.4 FACTORS AFFECTING RECRUITMENTS POLICY • Organizational objectives •

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications

6.5 RECRUITMENTS STRATEGIES OF NCC BANK LTD Recruitment is of the most crucial roles of the human resource professionals. The level of performance of an organization depends on the effectiveness of its recruitment function. NCC BANK LTD has developed and follows recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and prioritizing jobs Requirements keep arising at various levels in every bank; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to target The recruitment process can be effective only if the bank completely understands the requirements of the type of candidates that are required and will be beneficial for the bank. This covers the following parameters as well: •

Performance level required:


Different strategies are required for focusing on hiring high performers and average performers. •

Experience level required: The strategy should be clear as to what is the experience level required by the organization. The candidate’s experience can range from being a fresher to experienced senior professionals.

Category of the candidate: The strategy should clearly define the target candidate. He/she can be from the same organization, different organization, top performers of the organization etc.

Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.

3. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate. 4. How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

6.6 RECRUITMENT PROCESS OF NCC Bank The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process of this bank is as follows: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: •

Posts to be filled


Number of person

Duties to be performed

Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees.

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making


The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities. The selection of external recruits consists of the following steps: 1. CV Submission Potential candidates interested in joining the bank are required to send their complete curriculum vitae. An acknowledgement of receipt is sent for all submitted applications to the candidate's email. 2. Application Evaluation The Human Resources department evaluates all incoming applications, against prerequisite abilities and skills set for all current openings. All applications are kept based on strengths and specialization, for future reference. 3. Ability Tests Potential candidates will be invited to participate in aptitude tests i.e. numerical, verbal, English and psychometric, when deemed necessary. 4. Capability Based Interviews To ensure that our recruitment process is fair and consistent, all candidates who are successful at the exams are invited for a capability based interview. Interviews are based against capabilities, required for each position for which the candidate is interviewed for. A capability or competency is an ability described in terms of skills & behaviors that are essential to effectively perform within a job. 5. Reply Letters At all stages of the process candidates are kept informed of the status of their application with an email reply letter. 6. Job Offer If a candidate successfully reaches the final stage, a position offering is made in conjunction with a competitive reward package.

6.7 IMPOTANT RULES of NCC BANK FOR THE CONDIDATES • •

Candidate’s application documents must include consent to the processing of personal data If a candidate does not enclose the statement, the documents will not be taken into account in the course of recruitment project implementation

We reserve the right to contact only selected candidates.


Who are we looking for If: • •

You are demanding towards yourself and oriented towards continuous development You look for optimal and innovative solutions

You like and you can work in a team

You are creative and efficient in action

You understand the rules of operation of a large financial corporation

You are honest and open to feedback

You look for challenges and you are not afraid of responsibility

You are full of energy and you act with passion

You are willing to show initiative and you are persistent at work

You build trust and personal credibility on the basis of values, knowledge, skills and effectiveness in action

So we are looking for a person just like you!! 6.8 FORMS OF RECRUITMENTS OF NCC BANK LTD The organizations differ in terms of their size, business, processes and practices. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization. Organizations adopt different forms of recruitment practices according to the specific needs of the organization. The organizations can choose from the centralized or decentralized forms of recruitment, explained below: •

CENTRALIZED RECRUITMENT The recruitment practices of this organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department.

• •

Benefits of the centralized form of recruitment are: Reduces administration costs Better utilization of specialists

Uniformity in recruitment

Interchangeability of staff

Reduces favoritism

Every department sends requisitions for recruitment to their central office


DECENTRALIZED RECRUITMENT Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of the bank. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner.

6.9 RECRUITMENT PLANOF NCC BANK TO ENSURE SUCCESSFUL CANDIDATE SELECTION Recruiting Planning Meeting Checklist • Determine the need for a new hire, develop a job description, and schedule the recruiting planning meeting with the appropriate attendees, minimally, the Human Resources recruiter and the hiring manager. Other attendees can include successful co-workers; an indirect but interested manager; and internal customers of the position. • Using the job description, which may also be revised in this meeting, and experience of other employees who have worked successfully in a similar position, determine the six to eight most important qualities, experiences, education, and characteristics that successful candidate will possess. HR recruiter will use these characteristics to write the classified ad, post the job online, and screen the arriving resumes. •

Now the important requirements prioritized, determine where to advertise the position to develop the most exhaustive candidate pool, including asking for internal referrals.

Determine who will interview the potential employees. Plan the interview and follow-up process.

Decide upon the candidate for the HR recruiter and/or the hiring manager whoever will perform the telephone screens.

Assign interview topics and questions to the employees who will conduct the interviews. These questions should be. HR manager can also write scenarios, or brief role plays, and ask the candidates to tell him how they would solve a particular problem, resolve a common work situation, or improve a work process. Ideally, each interviewer will assess a different area of the potential employee’s qualifications: cultural fit, technical capabilities, experience, ability to communicate, interpersonal effectiveness, and so forth.

Decide if testing will assist to select the best candidate for the job.

Identify the appropriate questions for the by each interviewer. In addition to several generic questions, these should comprise a checklist that closely mirrors the characteristics HR have determined are most important in the person the bank hire.

This planning meeting and the recruiting activities that result from it will improve the bank’s employee selection process. An improved recruiting and selection process ensures that the organization is selecting candidates who will succeed and star as members of their superior work force.


6.10 DEVELOP EMPLOYEE RECEUITING OF NCC BANK Ways to Recruit Employees Recruiting Ideas

Networking with a local Employment Specialist (also known as a job developer) is a great resource for recruiting new talent to an organization. Job developers can offer pre-screened, qualified candidates at no cost to the employer. Job developers usually work for non-profit or government organization and their services are usually free to employers. Additionally, a job developer can offer tax credits or on the job training incentives for hiring candidates from their applicant network. Benefits Performance appraisal is a formal meeting between the appraise and the supervisor where performance evaluation is done in an objective way through opinions and comments of both. Benefits of appraisal are: 1. provides base for annual salary revisions / increments, 2. improves relation between the two, 3. motivates the employees positively, 4. Helps in identifying future training needs, 5. updates job descriptions, 6. provides feedback to help eliminate the weakness of employees, 7. Identifies potential employees for promotions. Conduct Powerful Job Interviews The job interview is one of the significant factors in hiring because so many employers count on the job interview to help determine their best, most qualified candidates. Certainly the job interview is a key component in determining whether the candidate. This is so despite the fact that at least one research study indicates that selecting a candidate who performed well in an interview only increase the chances of hiring an employee who is successful by two percent. So, perhaps the traditional job interview is accorded too much power in employee selection. 6.11 RECRUITMENT MANAGEMENT SYSTEM Recruitment management system is the comprehensive tool to manage the entire recruitment processes of a bank. It is one of the technological tools facilitated by the information management systems to the HR of banks. Just like performance management, payroll and other systems,


Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. The features, functions and major benefits of the recruitment management system are explained below: • •

Structure and systematically organize the entire recruitment processes. Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process.

Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes.

Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker.

Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI.

Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information system tool which helps to save the time and costs of the recruiters and improving the recruitment processes. 6.12 HR CHALLENGES IN RECRUITMENTS Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals – handling the recruitment function of the organization- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organizations.

The major challenges faced by the HR in recruitment are:


• •

Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process Lack of motivation – Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective.

Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

6.13 EMPLOYEE RECRUITMENT STRATEGIES THAT WORK  Make sure your print, radio or other ads are written in a way that catches the attention of the bestpossible potential applicants  In all your advertising materials, refer potential applicants to a place where they can find out more information about the company, such as a website, or the phone number of someone they can call to discuss the details of the position  Launch an employee referral program. Offer incentive for your employee base to become recruiters, such as a bonus or reward after the new employee completes a probationary period  Use your customer base. Let them know that your company is growing. Mail or e-mail them about the position and the qualifications you are looking for  For some positions, allow your employees to take part in the hiring. They have the opportunity to choose who they work with and it is an effective team-building strategy. On a lesser scale, you can also poll current employees to get a more accurate picture of what the position entails. They may be able to provide you with more specifics  Use any medium necessary to make yourself and the position visible. The goal is to hire quickly and cost-efficiently. Use Internet sites, or other forms of advertising that have proven effective in the past. Be resourceful, proactive and selective Businesses can improve their ability to attract, retain and improve productivity by applying the following five-step PRIDE process: P - Provide a Positive Working Environment R - Recognize, Reward and Reinforce the Right Behavior I - Involve and Engage


D - Develop Skills and Potential E - Evaluate and Measure 6.14 HOW TO BOOST CHANGES FOR EMPLOYMENT AT NCC BANK LTD BANK 1. Application documents (CV and a cover letter) should be brief, clear and contain true information. We will verify it at an interview. 2. Prepare for an interview – knowledge of the company to which you are applying will pay. 3. Find out who will be conducting an interview with you, this is the information you will be asked for at the reception. 4. In the course of the interview answer questions precisely and concisely. 5. Do not be afraid to ask questions. 6. Remember that sincerity and a smile are your advantages

6.15 MARKETING THE ORGANIZATION Some concerns to be addressed in making a recruitment determination are: • •

What job tasks are required in the position? What personnel will be needed?

What does the job description mandate?

What questions should each candidate be asked during the interview?

Are there any unusual requirements?

What special environmental considerations should be addressed?

What hazards exist on the job?

What physical requirements exist?

What stress factors are involved?

Who is the ideal job candidate?

Once a model of an ideal candidate has been developed, it is helpful to understand the candidate's motivation to join the organization. Interviewing current successful employees, reviewing exit interviews of former employees, and analyzing the success of previous recruitment strategies can shed light on motivation issues. Policies must be established to guide recruitment and ensure legal issues do not arise. It is important to conduct a job task analysis and to have a current, accurate job description on hand. From the job description, recruitment policies can be formulated to address possible operational and legal concerns.


Recruitment needs to be envisioned as a marketing strategy. Target marketing can focus the marketing effort toward populations most desired as applicants. An in-depth understanding of the target market can guide in the design of recruitment methods and ensure their smooth integration into the selection process. 6.16 THE TOTAL COSTS OF TURNOVER Turnover of personnel is a major problem in the security industry. The constant churning of employees within some organizations is disconcerting to current employees who must work overtime on short notice and continuously perform in a “training mode.” In terms of costs, turnover of personnel results in a substantial loss to the employer. Direct costs may include administrative expenses and advertising, or hiring costs such as interviewing. Indirect costs may include training costs or a drop in efficiency of new employees until they are acclimated. 6.17 RETENTION STRATEGIES Negative aspects of the work environment drive people to go elsewhere for employment. The characteristics of a toxic workplace: • •

An organization that requires people to choose between having a life and having a career. An organization that treats people not as people, but as factors in production.

An organization that views people not as individuals, but as labor costs and not assets.

These are basic, fundamental characteristics of organizational deficiencies that will create dissatisfaction and turnover. There may be specific job attributes that contribute to employee dissatisfaction which must be addressed. Asset protection managers would do well to assess these factors via interviews with both current and former employees. Some considerations include: •

Pay.

Obviously, financial security is important and it is unreasonable to expect employees to stay with an employer if they can easily earn more elsewhere. •

Schedules.

People will not remain on a job if it is overly disruptive to their personal lives. Flexibility should be afforded in instances where there are pressing personal needs or educational commitments. •

Lack of recognition

People want to be recognized for their contributions. Recognition programs can take many forms — from simple verbal encouragement to letters, awards, bonuses and patches or insignia on the uniforms. •

Lack of education and training

This disables employees from keeping abreast of changes in the workplace and diminishes confidence in how to deal with workplace demands. •

Improper/incomplete socialization


Employees need to feel comfortable with the work environment in terms of physical layout (knowing their way around), values (policies and history of the organization), rules and procedures (post orders), management (chain of command) and coworkers (social acceptance). •

Career and mentoring programs

Both aid with socialization and retention and can be horizontal-promotion schemes with classes of officers. Mentoring programs can take the form of corporate mentoring, or police field training officer (FTO) programs. 6.18 EMPLOYEE RECRUITMENTS MISTAKES Mistakes • Failing to look in-house Often the best candidates may be right under the nose. Not considering in-house employees can not only cause to bypass some very good candidates, but can also have an effect on morale and team spirit.

Looking for an exact replica

Some people think the HR manager should look for a person who has done the exact same job in the exact same industry at a very similar company. But that overlooks innovation, new ideas, and potential progress. Past behavior is an indicator of future behavior, provided nothing ever changes.

Not explaining the process

If the HR manager will have the top candidates come in for three interviews over a period of a month, let them know. Also, give them a target date for the completion of the process. Leaving candidates in the dark about what will happen next can be bad for the reputation of their business. •

Not involving his employees in the process

In a small business environment, it's particularly valuable to let their current employees know that they are trying to fill a position. They might include some of them in the interview process. They will feel a greater sense of ownership in a company when they are involved in some manner. They may know of good candidates, which would make the job easier. •

Lack of a time frame

There are job ads that appear in newspapers for many months, which give the appearance that these companies are not seriously looking to recruit new candidates. Set up a time frame in which they will recruit candidates, narrow down the pool, interview the best ones, and hire someone. •

Paying a lot to an outside recruiter


While large companies can afford to hire a recruiter, most small businesses should not spend money on recruiters, which may or may not bring in the best candidates. •

Always using the same source

Whether they are using employment-related Web site, a local newspaper, or a professional recruiter, they increase their chances of finding good candidates by using different sources. • Not having managers and other key people involved in the process If the employee will report to a specific manager or managers, they should be involved in the process. •

Not providing a complete job description

The HR manager slow down the recruiting process significantly by interviewing people who should not be applying for the position in the first place. By providing an accurate description of the job, he can narrow down their candidate pool and make the process easier. •

Looking for a superhero

There are job descriptions that go on and on endlessly, looking for a specific background, traits, characteristics, degrees, specific computer skills, and so on. This is usually the result of too many people involved in the recruitment process. In the end, time is wasted and the position is rarely filled because nobody measures up. When recruiting, do not set standards that only a superhero can meet. 6.19 IDEAS FOR RERCRUITING CANDIDATES •

Ideas about Recruiting Candidates

The organization can develop relationships with potential candidates long before they need them. These ideas will also help in recruiting a large pool of candidates when they have a current position available. •

Recruiting Your Ideal Candidate

A potential employee the exact requirements of the position are useful. Even more useful is the process the organization use to develop the job description internally and the behavioral characteristics of their ideal candidate. who represent the best qualities of the people who currently hold the same or a similar position. Include the hiring manager. Develop a job description that delineates the key responsibilities and outputs of the position. Then, define the behavioral characteristics of the person HR manager feel is his ideal candidate. Finally, list five - ten key responsibilities and characteristics HR manager will use to screen resumes perform phone screens and eventually, establish the questions for the candidates he interviews. •

Tap Your Employee Networks in Recruiting Candidates

Spread word-of-mouth information about the position availability, or eventual availability, to each employee so they can constantly in their networks of friends and associates. In this age of online social and professional networking, the chances are, employers and employees are instantly connected to hundreds, and even thousands, of potential candidates.


Encourage employees to gather business cards from, and develop relationships with, high potential possible employees. And, don't stop with employees alone; tap the networks of their social, board, founder and academic connections, too. •

Take Advantage of Your Industry Contacts, Association Memberships and Trade Groups for Recruiting Candidates

Pay for employees to participate in and network in industry groups, conferences and trade shows. Periodically, create master lists of industry leaders and other potential employees from customers, colleagues, coworkers and friends. Develop a plan for contacting these people systematically and regularly. Be prepared to share your job description with them through mail, email, on the Internet and by fax. Follow up on every good lead. Use extensive telephone networking. Bring people in for interviews before he have an available position. The HR manager may even want to consider starting a periodic company newsletter to keep their master lists of potential employees, customers and interested others up-to-date about company progress and happenings. They can use online and/or mail distribution to send these out. •

Maintain Frequent Contact with Interested Candidates

Enable interested candidates to subscribe to the company newsletter; consider writing a mininewsletter just for them. Follow-up all website submissions with a greeting that thanks the individual for their interest in the company. Send a periodic update about the job openings. Invite the potential employee to visit the organization when they are in the area. Organization’s professional, ongoing contact with interested people ensures recruiting success. •

Recruit Using the Internet

The Internet, in addition to employer own organization Web site, is in its infancy in terms of its usefulness to employers, potential employees and society, in general. Learn how to use the Internet to find and attract great candidates. These are options they can currently consider. • •

Post the positions on professional association Web sites. This includes local chapter Web sites or professional associations related to the job. Post open positions on Web sites those private vendors.

Post classified ad on newspaper-related Web sites. Most newspapers have an affiliated Web site where they can post ads.

Pay to post on some commercial Web sites.

Find Out Where the Ideal Candidates Live

Identify what the needed candidates read; notice the Web sites they visit; study the leisters on which they participate; determine the industry magazines and newspapers they read. Identify their favorite news sources, forums, discussion groups, and places to practice social networking. In other words, find out everything can about the types of people who make up the top ten percent of their current employees and the best of their talent pool. •

Just One More Thought About Recruiting Employees - Publicity

The publicity the organization receives in the news media, in print, on television, on the radio and online is tremendously important for recruiting. A few good words, an interesting article or a piece


about the mission that reflects their organization in a favorable light, will result in potential employees coming to the organization. •

Look First at In-house Candidates

Providing promotional and lateral opportunities for current employees positively boosts morale and makes the current staff members feel their talents, capabilities, and accomplishments are appreciated. Always post positions internally first. Give potential candidates an interview. It's a chance for the HR manager to know them better. They learn more about the goals and needs of the organization. Sometimes, a good fit is found between organization’s needs and theirs. •

Be Known as a Great Employer

Researchers make a strong case for not just being a great employer, but letting people know that they are a great employer. Take a look at their employee practices for retention, motivation, accountability, reward, recognition, flexibility in work-life balance, promotion, and involvement. These are the key areas for becoming an employer of choice. •

Involve Employees in the Hiring Process

There are three opportunities to involve employees in the hiring process. • •

The employees can recommend excellent candidates to the firm. They can assist manager to review resumes and qualifications of potential candidates.

They can help manager interview people to assess their potential "fit" within the company.

Organizations that fail to use employees to assess potential employees are underutilizing one of their most important assets. People who participate in the selection process are committed to helping the new employee succeed. It can't get any better than that for them and the new employee.

Pay Better Than Your Competition

The organization gets what it pays for in the job market. Survey the local job market and take a hard look at the compensation people in the industry attract. The organization wants to pay better than average to attract and keep the best candidates. •

Use Your Benefits to Your Advantage In Recruiting Employees

Keep the benefits above industry standard and add new benefits as the organization can afford them. It also needs to educate employees about the cost and value of their benefits so they appreciate how well the organization is looking out for their needs. •

Hire the Smartest Person You Can Find

Successful managers believe: "People don't change that much. Don't waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough."


If you're looking for someone who will work well with people, you need to hire an individual who has the talent of working well with people. Hire for strengths; don't expect to develop weak areas of performance, habits, and talents. Build on what is great about your new employee in the first place.

SWOT ANALYSIS 7.1 SWOT ANALYSIS OF NCC BANK LTD 1. Strength: Open HR Manual: The Human Resources Manual of NCC Bank Limited is open to all of its employee give total understanding of the terms and condition of the organization to its entire employees to assist the benefits and growth they can ever achieve and the role of Human Resources Department with all other departments/divisions of the organization. Empowered Work Force: The human resource of NCC BANK is extremely well thought and perfectly managed. As from the very first, top management believed in empowered employees, where they refused to put their finger in every part of the pie. This empowered environment makes NCC BANK a better place for the employees. Strong Bonding and Belongingness: Employees are one of the major assets of the company. The employees have a strong sense of commitment towards organization and also feel proud and a sense of belonging towards NCC BANK. This strong organizational culture of NCC BANKL is a main strength of the organization. Employee Evaluation: Employee evaluation process by Human Resources Department became strength for its fair judgment and put trust among the employees of other departments on Human Resources Department. Centralized Banking: Centralized banking means the core functions of business coordinated by the head office give an immense effect for reducing the internal conflicts among the branches and Head Office. 2. Weakness: Job Description: Job description is a necessary accomplishment should have for each position for recruiting the most suitable candidate on the basis of skill and experience required. Still hundred percent job descriptions is not prepared or collected by the HR department. HR Accounting: Human Resource Accounting is a strong tool for matching the benefits of each new recruitment done in the organization, calculating turnover, etc. Hundred percent HR Accounting is not done by the HR department. 3. Opportunity:


MIS: In recent business practices the importance of MIS is unavoidable; Human Resources Department is not out of it. HRD of NCC BANK has every potential capability to establish new MIS and use it in various manpower reporting. HRIS: Human Resource Information System is necessary for a corporate environment. NCC BANK is going to establish a new HRIS very soon. Research and Development: Though NCC BANKL has almost all due capabilities to command extensive research and development activities, NCC BANK done a little in this. Training & Learning: Training & Learning is the core function for make the executives cope with the new scenario and make them update and knowledgeable. NCC BANK is going to utilize its fullest capacity and enthusiasm in this regards by establishing a library, arranging extensive training module etc very soon. 4. Threat: Competitive Salary and Turnover: The salary package of NCC BANK is not as competitive as the market demands, so the turnover of manpower is increasing day by day. New/multinational companies/Bank policy: New multinational companies and bank policy got as threat to NCC BANK in respect of increasing the salary expectation of the employees and new HR practices that turning the existing employees dissatisfied.

RECOMMENDATION, CONCLUATION & BIBLIOGRAPHY 8.1 RECOMMENDATION •

NCC Bank establishing formal training program for the new and existing employee.

NCC Bank can conduct customer satisfaction survey because success can only be judged in the eyes of customer. Building and marinating effective customer relationship is one of the most crucial challenges facing any company.

A bank must communicate clearly its customer service priorities and tasks to its staff to ensure that everyone understand the role they play in delivering customer service.

A potential employee the exact requirements of the position are useful. Even more useful is the process the organization use to develop the job description internally and the behavioral characteristics of their ideal candidate. who represent the best qualities of the people who currently hold the same or a similar position. Include the hiring manager.


The HR manager slow down the recruiting process significantly by interviewing people who should not be applying for the position in the first place. By providing an accurate description of the job, he can narrow down their candidate pool and make the process easier.

NCC Bank establishing customer complaints box and close circuit camera use for system allocation

Management of the branch can provide different programs for the employees who can be used as the basis of a structured comprehensive customer service course or used selectively to improve performance or update them on specific aspects of customer service.

8.2 CONCLUSION Each organization has to start somewhere to improve recruiting, hiring, and retention of valued employees. The tactics and opportunities detailed here are the best bets for recruiting the best employees. These ideas can help the organization succeed and grow; they create a workplace that will meet both its needs and the needs of its potential and current employees. Recruitment and retention of quality protection forces is now a greater challenge than ever. Creative application of strategies based on a clear understanding of employees is the only way that organizations will be able to survive without setting into motion an uncontrollable wage-cost spiral. The purpose of this section is to keep the HR manager out of trouble with the candidates he is seeking and selecting and the employees he currently employs. In the litigious society in which we live he needs to pursue every avenue to assure that the people he hire can do the job, contribute to his growth and development, and have no past transgressions which might endanger his current workforce. In fact, he might be liable if he failed to do a background check on a person who then attacked another in his workplace. 8.3 BIBLIOGRAPHY 1) Annual Report of NCC Bank 2009& 2010 2) Official Website of NCC Bank: www.nccbank-hd.com 3) Gary Dessler, Human Resource Management, Pearson Education, Inc., Tenth Edition 4) David A. Decenzo & Stephen P. Robbins, Human Resource Management, John Wiley & Sons, Inc. Sixth Edition 5) Mamoria & S.V. Gankar, Personal Management, Himalaya Publishing House, 21st Edition.


6) The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 3 9(4): 949-969. 7) www.google.com


Overall banking system & hrm practice of ncc bank ltd