I have prepared my internship report on the topic “Human Resource Management Practices of NCC Bank limited” under your kind supervision as a requirement to complete the degree of BBA program. I hereby certify that Jannatul Nayma, ID No a student of the BBA programme, Department of Business Administration, Faculty of Business & Entrepreneurship, Daffodil International University, has prepared the internship report titled "Human Resource Management Practices of NCC Bank Limited" as a requirement for completion of the bachelor's degree in Business Administration. This report is prepared on the basis of my three months of practical experience at NCC Bank Limited.
The report starts with an organizational profile of NCC Bank Ltd which gives its background history, mission, vision, products and services they offer, their corporate culture and the organizational hierarchy. The next section is the largest involving the project, HRM practice in NCC Bank Ltd. Each chapter contains a detailed explanation of the HR functions with relevant examples followed by NCC Bank MRD.
As a semi and basic prerequisite for BBA degree, the specialist has put me in NCC Bank Limited. The main perspective of this report is very familiar with the key factors of NCC Bank Ltd in relation to HR activities. The report has discussed the HRM practices and policy of NCC Bank Ltd and how they can use their Human Resources for the growth of their bank.
In this report I will try to make a general analysis on all the activities of NCC Bank Ltd.
Objectives of the Study
Scope of the Study
Methodology of the Study
Study Design
Primary Sources of Data
Secondary Sources of Data
Limitations of the Study
History of NCC Bank Limited
Objectives of NCC Bank Limited
Vision and Mission Vision
Organ gram of NCC Bank Limited
Corporate Culture of NCC Bank Limited
Products and Services of NCC Bank Limited A. Deposit Scheme
Foreign Exchange
Loans/Finance
- Human Resource Management
- Functions of HRM
- Philosophy of HRM
- Objectives of HRM
- Recruitment
- Selection
Human Assets Governance includes all administrative choices and practices that directly affect or affect the general population, or HR, who work for the association. This expanded consideration arises from the recognition that an association's representatives enable an association to achieve its objectives and that the management of this HR is fundamental to an association's prosperity. Nowadays, HR experts are crucial components in the realization of any association.
Despite the fact that the terms individual and HR are used interchangeably every now and then, note that the two indicate very unusual viewpoints. His primary perspectives are to place the correct individuals in the right places and further make them an advantage to an association. Human Resource Management refers to the practices and policies one needs to carry out the people or personnel aspects of one's management task.
At the point when an opening occurs and the scouts are approved to fill it, the next stage is a careful examination of the activity and a specification of the aptitude, abilities and experience expected to play the activity effectively . Lower-level occupations, for example, manual and administrative occupations are often called non-exempt occupations in light of the fact that their incumbents are not exempt from the lowest salary permitted by law and additional provisions of the Fair Labor Standards Act . Interestingly, greater amounts of regulatory, administrative and skilled workers are paid on a pay site and are excluded from the additional time arrangements of the Fair Standard Labor Act.
Despite looking within for hopeful people, it is common for associations to sign up for the external network. The purchasing supervisor must maintain close contact with the registration specialist through the selection procedure. The hiring director should look at resumes or applications that have passed the enrollment specialist's initial screening, and should also review any portion of the application that the scout rejected during the initial steps.
Such association with the hiring supervisor allows input on whether the selection representative's choices are consistent with the hiring supervisor's inclinations. Because representatives who avoid their companions and colleagues as hopefuls have their own validity at stake, they will generally avoid individuals who are everywhere qualified and everywhere driven and then start coaching these people once they get to work. A formal external enrollment technique involves seeking out candidates who have had no history of relationship with the company.
Process of Selection
Training
The way to show new reps the fundamental abilities they have to play out their professions. Preparation refers to the strategies used to give new or current workers the aptitude they have to play out their work. Preparation can thus mean demonstrating to an engineer proper methodologies to operate his or her new machine, another businessman how to move his or her association's item, or another chief how to meet representatives and to assess.
It involves preparation given to the workers outside the workplace in a preparation organization for a specific time frame ie.
Development
Performance Appraisal
Providing input to the employee with the aim of encouraging the individual to eliminate performance shortcomings or continue to perform above limits.
Why Need Performance Appraisal
- Compensation
- Human Resource Management Practices of NCC Bank Limited
- Recruitment and Selection Process of NCC Bank Limited
- Training and Development of NCC Bank Limited Training and Development
- Reaction
- Learning
- Behavior
- Results
- Performance Appraisal Methods of NCC Bank Limited Performance Appraisal
- Compensation and Benefits of NCC Bank Limited
- Career Development in NCC Bank Limited Career Development
- Findings of the Study
- Recommendations
- Conclusion
The HR department of NCC Bank is also equipped with the latest technological support which helps in enriching their knowledge and skills. In 1993 NCL emerged as NCC Bank Limited and accordingly NCLTR was renamed as NCC Bank Training and Research Institute (NCCBTRI). The KKK Bank Training Institute has implemented a need-based training program and trained bank officials.
NCC Bank conducts job rotation among managers so that they can better understand the functioning of different departments. Training facility NCC Bank Ltd uses on-the-job training for its newly hired and existing officers. Experts from outside NCC Bank conduct various types of seminars and workshops for employees.
As we already know, NCC Bank Ltd provides employees with on-the-job, lecture-based, off-the-job training etc. NCC Bank Ltd uses the Kirk Patrick Model to evaluate the effectiveness of the training program. NCC Bank Limited usually measures it with a questionnaire or they may take it as a verbal interview.
In NCC Bank Limited the performance of employees is evaluated annually which they called "Annual Confidential Report (ACR). NCC Bank has also given another festival bonus in Pohela Baishakh. The amount usually depends on the basic salary of the employee. Manpower development, proper training method and job restructuring are the key priorities of NCC Bank Ltd.
When HRD of NCC Bank Limited becomes a Human Resource Planning then HRD does not take any opinion from their employees. When a person joins NCC Bank Limited, they only provide seminars which are not enough for one employee. NCC Bank Limited does not use effective performance appraisal methods to evaluate the performance of its employees.
The Human Resource Division of NCC Bank Limited should take the opinion of the employees before preparing a proper Human Resource Planning. NCC Bank Limited should develop a new performance appraisal policy to evaluate the performance of its employees.
