This is proven that Nusrat Jahan, ID Program: MBA, Major: HRM is a regular student of Department of Business Administration, Faculty of Business and Economics, Daffodil International University. Along these lines we see that money functions both as a source of information and as a revenue for the banking system. As part of the internship program of the MBA course, I was selected to intern at National Bank Limited for a quarter of a year.
My report is "HR practice of Natioanl Bank Limited", filling in as the leader of the MBA branch of my internship manager, Gouranga Chandra Debnath, Associate Professor and FBE Department of Daffodil International University. Auxiliary data was collected from various external sources such as messages, the web and the annual reports of the bank.
Secondary Data
Limitations of the Study
Chapter-2
Company Profile
- Overview of NATIONAL Bank Ltd
- Objectives of NATIONAL Bank Ltd
- Mission
- Vision
- Corporate Culture of National Bank Ltd
National Bank Limited was established as the first hundred percent Bangladeshi privately owned claimant bank. From the very beginning, it has been the firm assurance of National Bank Limited to assume a fundamental role in the national economy. The bank also guarantees exceptional returns on venture and value ("National Bank Limited - About Us.
Chapter-3
Internship Experience in
National Bank Ltd
- Internship Activity
- Job Description and Responsibilities
- Learning Outcomes
- Personal Recommendations
This three month internship program gave me extensive degrees to learn and acquire some important pieces of knowledge about practical banking jobs which will help me in building my future profession. Throughout this period, I had the chance to learn standard banking exercises as well as corporate job exercises that I never learned in the study hall. In addition, in addition to the standard office work, I have understood how to manage various difficulties, seeing different types of customer practices and the process of documenting money, which helped me learn practical banking experience.
The NBL management should try to have an even more officially organized internship program. At the North Brook Hall branch, the branch representatives are friendly, but in my opinion the branch manager has less involvement in speaking to the lower level employees. In these three months, they instructed me appropriately, but they could not give me the correct information about the HR department.
I had to speak to the NBL head office to get significant information about the bank's HR functionalities.
Chapter-4
Human Resource Management
Practices of National Bank Ltd
Human Resource practice in National Bank Ltd
The need for a productive HR department is one of the unique requirements for the achievement of any business association. National Bank Limited, not at all like other investment banks in Bangladesh, has a competent Human Resources department that manages recruitment and employment arrangement, performance appraisal, disciplinary activities, promotion, framework, rules and benefits for representative assistance, training and improvement. Human Resources is the best quality of NBL because they can go beyond and make continuous changes for the betterment and achievement of the Bank.
The Human Resources department has the obligation to create, retain and collect gifts and ensure that the "Ideal Person is in the Right Place, at the Right Time and in the Right Position", which will further the development of the bank insured in the long term by its skilled employees' association. Their recruitment and selection process, compensation, training and promotion, performance evaluations are structured and limited by the HR division. NBL's HR department is also extensively equipped with the latest innovative tools, which enhance the information and capabilities of their employees.
NBL has a centrally controlled HR framework, so the bank uses an HRD framework called Core banking programming, which supports a wide range of HR needs, both for the employees and for the HR authorities. All employees of the branch can forward any kind of query such as leave request, relocation request, release request, training, payment and others to the administrative center through the HRD framework. The HR directs various training programs for the employees of various industry workplaces, which are held at the NBTI or at various training organizations, for example, BIBM, BBTA and so on.
In addition, the bank has an Arranging and Authoritative department (under HRD) and this office is largely responsible for the general HR arrangement process ("Employment.
Recruitment and Selection Process of NBL
Be that as it may, NBL leans towards at least Master's Degree or MBA in any check for the arrangement of Junior Officer and Management Trainee Officer posts. After the culmination of the composite test, an individual meeting for the effective competitors is conducted by a board of specialists involving prestigious and notable bankers from the nation ("Employment. Job analysis is the technique of determining the obligations and expertise required for a job and the kind of individual who should be enlisted for it.
By doing this, they try to make sense of the real exercises required to complete a job in a particular company position. It takes a few days to talk to five or six employees and their managers to get essential information for the upcoming recruitments ("Hiring. Job description is the process of general and composite articulation of a particular job in light of the findings of a job analysis.
NBL saves a compiled explanation, which includes the exercises, the obligations and duties, and required working conditions for a specific job ("Employment. It gives detailed qualities, knowledge, training, skills and experience expected to perform the job , with a despite the fact that it is a long process, NBL is focused on doing these tests to ensure the healthy well-being of its representatives ("Employment.
The administration and the selection committees together issue the arrangement letters to the applicants who complete each individual assessment.
Training and Development
On the eve of the oral meeting, candidates have to take a short IT test, which assesses their PC and IT skills. At the moment when the delegated delegate participates in the bank, the Central Office sends them to choose the branches to work for a trial period. In this way, the training overcomes any barrier between the hypothetical knowledge and the knowledge required for the call (Harzing and Pinnington, 2015).
The term training is regularly used in connection with programs for lower-ranking employees, while development is reserved for higher-ranking employees. They do not consider it as a cost, but consider it as a speculation for single individuals about the future, which will bring talented and learned individuals. For the most part, NBL conducts training programs for every single representative and they have their own training department for this reason.
The general training programs for current employees are run by NBT1 (National Bank Training Institute). If employees need certain training and they think it is necessary for their professional development, they can request it. In case the employee does not perform his/her job properly, the prompt supervisor can prompt the same.
Especially in the sales department, which is constantly developing, the vision of the future is likely to become increasingly significant ("Employment.
Kinds of training programs
Hands on training
- Evaluation of Training
- Reaction
- Learning
- Behavior
- Results
- Development
- Performance Appraisal
- Performance Appraisal framework in NBL
- Compensation Policy
- Indirect Compensation Benefits
- Performance Bonus
- Festival Bonus
- Gratuity finance
Employees are assessed by comparing their recently acquired skills with the skills characterized by the objectives of the training program. Assessing the effectiveness of training in the work environment also considers the associated areas: the aftereffects of the training to undeniable profitability or proficiency, regardless of whether those prepared have changed their behavior because of the training, the information that the students picked up from the training, and the students' response to the program (Sahinidis and Bouris, 2008). It was noticed that the NBL uses the Kirkpatrick model to assess the effectiveness of the training program.
The assessment of results takes a look at the overall results of the training and the effect the training has had on profitability, skill, quality, customer care or other methods. It is part of the professional arrangement process, as it provides the opportunity to review the individual's professional plan in terms of its demonstrated qualities and shortcomings. It is extremely fundamental as it encourages the regulators to make the regulatory choices that can identify with progress, settlement and legitimacy wage increases for the employees.
Incentives: NBL provides cash incentives that rely on the overall income of the bank and furthermore on the targets it achieves. Every year, the authority and the governing board of the most important positions announce a specific level of the advance payment benefit as a Performance Bonus. However, the time can be extended depending on the seriousness of the disease.
Workforce creation, legitimate training techniques and job rebuilding are the bank's main needs. Every year, the bank's Information Technology Department organizes a two-day training project at the bank's training institution on "Temenos T24 Centralized Online Banking Solution." The T24. All of these modules are designed to give members a good understanding of the key regions of the T24 Foundation.
Chapter-5
Findings, Recommendations, and
Conclusion
Recommendation
For a business, this process can be an important part of developing the organization and reaching employees' minds. To help guarantee a business, this process should include some elements according to inner approaches as well as with neighborhood, state and government guidelines. The performance of one bank rests on the great assistance of the bankers to the bankers.
Effective training and development banks can lead to thoroughly prepared banks that can work well for clients and achieve results. Therefore, this is the perfect time for the HR department of Bangladesh Banking Division to implement viable training and development programs for the workers through vigorous use of Human Resource Management. No matter how good your employee is, improve or even make room for the level of execution to the next level.
Conclusion
