Recruitment and Selection Practices of Uttara Bank Limited

Introduction

The necessity Recruitment and Selection practices activities cannot be ignored in any ways because of its dependency in the banking sector. It can be considered as the backbone of any bank as it shows the ways to do all the banking tasks & it is actually the starting point of all the banking operations. It provides the opportunity to its clients to deposit money and at the same time attractive services are ensured as per the customer needs, wants & demands with the changing environment and competition. Uttara Bank permits to open & close accounts, issuing cheque books, remit funds, issue bank drafts, pay order, telegraphic transfer, mail transfer, demand draft, receive cheque for clearing etc.  It also offers the customers to deposit money for FDR (Fixed Deposit Receipts) with attractive interest rate at maturity. So, all the operations are started from the Loan & Advances and Foreign Exchange activities & all of these are based on the monetary transaction. As a result, recording of all monetary transaction has become compulsory in the modern business sector. Not only recording, but also it includes the process of communicating, summarizing and explaining the economic events of a bank within a specific period of time.  So, considering all of these reasons, I have chosen the “Recruitment and Selection Practices of UBL and it’s my topic. Where I will concentrate on accounting practice and remittance program of UBL. I strongly believe that any business graduate ought to have the basic understanding about my topics activities as it can show the ways to enter in the new business world because of its strong relation with all of the financial activities. In all of my internship report I have tried of my best to provide almost all of the basic idea  and basic accounting procedures that’s practiced in all of the branches of UBL. I have also concerned about the performance evaluation from different perspective.

 Background of the report

This report is done as a part of the internship course. This is an individual report. The internship was at panthapath Branch of Uttara Bank Limited for the last three months from june13, 2012 to September 12, 2012 and supervised by experienced executives and officers to have general idea about the organizational culture of a private commercial bank in Bangladesh. The standard procedure for the long, formal report is followed here as par internship instruction.

Rationality of the study

The study was conducted to evaluate the human resource department and Uttara bank Ltd overall recruitment and selection process and practices. Due to the increased competition of the increased number of commercial banks and the growing economy, the expectations of the customers have also increased than ever before. Realizing the present condition, banks, especially the commercial banks are trying to elevate their banking service as much as reachable to their customers. I decided to find out the different human resource management functioned practices regarding and selection process that is used inside the bank.

Scope of the report

Uttara bank is one of the largest commercial bank in Bangladesh. Uttara bank operates through 207 branches. It is linked with 686 foreign correspondents all over the world. The scope of this report is limited to the descriptions of recruitment and selection practices of Uttara Bank Ltd. panthapath branch with reference to overall condition of customer. I am working there as an intern so I can collect information from Uttara Bank Limited at Panthapath Branch and I can also collect information from clients.

Objectives of the Study

The study has been undertaken with the following objectives:

• To know the recruitment and selection practices of  Uttara Bank Limited;
• To find out the problems of recruitment and selection practices of Uttara Bank Limited ;and
• To recommend some suggestions based on findings.

Methodology of the Study

Every report follows some method and principle. This report is based on both primary and secondary data. But In the organization part much information from collect from different publishes articles, journals and website.

 Primary Data

I have collected primary information be interviewing employees, officers by the process assigned by UBL, observing various organizational procedures, structures, directly communicating with the customers. Primary data were mostly derived from the discussion with the employees and personal experience during Internship period.

Primary information is under consideration in the following manner:

• Practical desk work
• Face to face conversation with officer
• Direct observations
• Face to face conversation with client.

 Secondary Data

I have taken the help of different types of secondary data in my report. The sources of those data can be categorized as follows:

 Internal Sources

• UBL’s Annual Report
• Different department wise operational manual of the bank.
• Prior research report

External Sources

• Different books and periodicals related to banking sector
• Bangladesh bank report
• Related links available in the Internet

 Target Population

The data are collected to make this report from the employees who are the official of recruitment and selection practices.

 Sample Size

The survey was conducted over 4 person, who were actually employees of  Uttara bank limited .

 Data Analysis

The data was analyzed and demonstrate with the relevant course material. Other sides the data were used in the human resources tools and techniques. They were matched and compare with the HRM term.

Limitation

Observing and analyzing the broad performance of Uttara bank. Time is another major limitation the duration of the program was three months only and being a temporary member of the organization, it was not possible on my part to notice or express some of the sensitive issues and other aspects.

However the some of the limitations I have face while preparing this Report are listed as follows:

• Large-scale research was not possible due to constrains and restrictions posed by the organization.
• Part of the organizational structure was written from individual perception and it may vary from person to person.
• Unavailability of sufficient written documents as required making a     comprehensive study.
• In many cases up-to-date information was not available.
• It was difficult to communicate with the customers, as many of them were unable to give me much time for interview.
• In bank all employees are too busy. It is tough to have a break from their tight schedule.

Background of Uttara Bank Limited.

Uttara Bank Limited is one of the largest and oldest private commercial Bank of Bangladesh. The Bank was formally known as the Eastern Banking Corporation Limited which started journey on & from 28/ 1/1965. From that period of time, it has been expanding its operation with years of experience to serve the clients as well as the country. Now with 207 branches it has created a strong network in Bangladesh. Besides, to create a strong connection with the globe 600 affiliates are active to support the Bank. Uttara Bank Limited had been a nationalized bank in the name of Uttara Bank under the Bangladesh Bank (Nationalization) order 1972, formerly known as the Eastern banking. Corporation Limited which was started functioning on and from 28.1.1965. Consequent upon the amendment Of Bangladesh bank (Nationalization) order 1972, the Uttara Bank was converted into Uttara Bank Limited as a public limited company in the year 1983. The Uttara Bank Limited was incorporated as a banking company on 29.6.1983 and obtain business commencement certificate on 21.8.1983. the bank floated its shares in the year 1984. It has 211 branches all over Bangladesh through which it carries out all its banking activities. The bank is listed in the Dhaka Stock Exchange Limited and Chittagong Exchange Limited as a publicly courted company for trading of its shares.

Uttara bank at a glance

• UBL is one of the largest private banks in Bangladesh.
• It operates through 211 fully computerized branches ensuring best possible and fastest services to its valued clients.
• The bank has more than 600 foreign correspondents worldwide.
• Total number of employees nearly 3,562.
• The bank is headed by the Managing Director who is the Chief Executive Officer.
• The Head Office is located at Bank’s own 18-storied building at Motijheel, the commercial center of the capital, Dhaka.

Principal Activities

The principal activities of the bank are to provide all kinds of commercial banking services its customers through its branches in Bangladesh and abroad.

Correspondent Banking

The focus of international Division with its expertise caters mainly to the banking needs related to import and export affairs .The department establishes corresponded relationship with the foreign banks in consultation with the respective senior management.

 Arabian Exchange CO.W.L.L

Arabian Exchange CO.W.L.L of Doha at Qatar has been functioning under banks own management .The Exchange Company was incorporated in Qatar on June 17, 1987 and commenced its remittance business from the year 1987.

 Capital of Uttara Bank

Uttara bank one of the largest commercial Banks in Bangladesh, has an authorized capital of taka 1000 million, paid up capital of taka 399.3million and reserve of taka 2054 million. The bank has a total asset of taka 52,860.3 million.

 Board of Directors

The board of Directors is composed of 15(fifteen) members headed by a chairman. The rest of them are a vice-chairman, a Managing Director and Directors.

 Board of Directors

Managing Directors since 1965

Corporate Information of UBL

Objectives of the Organization

The objectives of Uttara Bank Limited are specific and targeted to its vision and to position itself in the mindset of the people as a bank with difference. The objectives of Uttara Bank Limited are as follows:

• Building a strong customer focus and relationship based on integrity, superior service.
• To creating an honest, open and enabling environment
• To strive for profit & sound growth.
• To value the feet that they are the members of the Uttara Bank family-committed to the creation of employment opportunities across Bangladesh.
• To work as a team to serve the best interest of our owner.
• To finance the international trade both in import and export.
• To finance the industry, trade and commerce in both the conventional way and by offering customer friendly credit service.

 Vision

To be the best private commercial bank in Bangladesh in terms of efficiency, capital adequacy, asset quality, sound management and profitability having strong liquidity.

Uttara Bank will be a unique organization in Bangladesh. It will be a knowledge-based organization where the Uttara Bank professionals will learn continuously from their customers and colleagues worldwide to add value. They will work as a team, stretch themselves, innovate and break barriers to serve customers and create customer loyalty through a value chain of responsive and professional service delivery. Uttara Bank will be a social responsible institution that will not lend to businesses that have a detrimental impact on the environment and people. To be the best private commercial bank in Bangladesh in terms of efficiency, capital adequacy, asset quality, sound management and profitability having strong liquidity. Thus Uttara Bank will be one of the largest private-sector commercial bank in Bangladesh.

Mission

The bank has chalked out following corporate objectives in order to ensure smooth achievement of its goals:

      To be the most caring and customer friendly and service oriented banks.

      To create a technology based most efficient banking environment for its customers.

      Fulfill its social commitments.

      Provide high quality financial services in bank.

      Providing efficient customer service.

      Maintaining corporate and business ethics.

      Sound Capital.

Branches of UBL

Division of Uttara Bank

Uttara Bank conducts its various activities by its some functional division. The following chart shows the functional division Uttara Bank.

 Products and Services

Product and Service offerings by Uttara bank Limited are –

 Products

Personal Banking Products

a)    Personal Loan;

b)    Car Loan;

c)     Vacation Loan;

d)    Any Purpose Loan;

e)    Different Deposit Schemes;

f)      Uttaran Consumer-Credit Scheme;

g)     Monthly Saving Scheme (MSS);

h)    Monthly Benefit Scheme (MBS);

i)      Double Growth Deposit Scheme.

Personal Loan

As part of establishing a personal banking franchise of Uttara Bank Limited, the bank has successfully launched personal loan. Depending on the size and purpose of the loan, the number of installments varies from 12 to 48 months.

 Car Loan

The car loan is a term financing facility to individuals to aid them in their pursuit of having a car of their dream. Depending on the size and purpose of the loan, the number of installments varies from 12 to 60 months. In case of brand new cars, the loan tenure will be maximum 72 months.

Vacation Loan

The vacation loan is a term financing facility to individuals to aid them in their hunt for spending a vacation in the country or abroad. Depending on the size and purpose of the loan, the number of installments varies from 12 to 48 months.

Any Purpose Loan

The client can get loan up to tk. 5, 00,000 to spend it any way he/she chooses to do. The client may avail of this loan facility in any Uttara Bank Limited’s branches.

Different Deposit Schemes

At present Uttara Bank Limited has the following deposit product that has been offered to general public:

1. Current Account
2. Saving Account
3. Short term Deposit Account
4. Fixed Deposit Account

Uttara Bank Consumer-Credit Scheme

Uttara Bank Limited started Uttaran Consumer-Credit Scheme from 1996. UBL offers opportunity of financial assistance for:

• Motor cycle/car- new or reconditioned;
• Refrigerator/ Deep Freeze;
• Television/ VCD/ DVD
• Radio/ Two-in-one/ Three-in-one;
• Air-Conditioner/ Water Cooler/ Water Pump;
• Washing Machine;
• Personal Computer/ UPS/ Printer/ Type Writer;
• Sewing Machine;
• Household furniture- Wooden & Steel;
• Cellular Phone;
• Fax;
• Photocopier;

Monthly Saving Scheme (MSS)

Any adult Bangladeshi National will be eligible to open this account. The period of the scheme will be 5 (five) years and 10 (ten) years term. Monthly installment will be Tk.500/-, 1000/-, 2000/-, 3000/-, 5000/- and 10000/-. Monthly installment to be deposited within 10^th day of the month. After due date a penalty of Tk.50/- will be realized from the account holder. If the account holder fails to deposit 3(three) consecutive monthly installments, the account will be automatically closed. No cheque book will be issued against the account. Deposit may be enchased before maturity. But no interest will be paid if enchased before 1(one) year of deposit. Advance will be allowed up to 80% of the deposit after completion of one year Interest will be paid at Savings rate if enchased after 1(one) year of deposit. Advance will be allowed up to 80% of the deposit after completion of one year. Full amount including interest will be paid on maturity. Govt. tax, Surcharge, Source Tax, Levy, Govt. Excise duty will be recovered from the depositor’s A/C. Account holder can appoint a nominee against the account. Bank reserves the right to close the account at any time and make amendment / alteration of the terms & conditions of the scheme without assigning any reason.

Monthly Benefit Scheme (MBS)

UBL has introduced monthly benefit scheme for the prudent persons having ready cash and desired to have fixed in income on monthly basis out of it without taking risk of loss and without en-cashing the principal amount. This scheme offers highest return with zero risk.

Double Growth Deposit Scheme

Any adult Bangladeshi National will be eligible to open this account. Minimum Tk. 100000/- and multiples thereof will be accepted as deposit under this scheme. The period shall be of 6 years term. Deposit may be encased before its maturity and no interest will be paid if enchased before one year of deposit. Interest will be paid at Savings rate if enchased after one year. Advance will be allowed up to 80% of the deposit after completion of one year. Full amount including interest will be paid on maturity. Government tax, Surcharge, Source Tax, Levy, Govt. Excise duty will be recovered from the depositor’s account. Account holder can appoint a nominee against the account. Bank reserves the right to close the account at any time and make amendment/ alteration of the terms & conditions of the scheme without assigning any reason.

Service

As a financial service institution, UBL provides the following services to its clients:

a)      Personal Banking

b)      Corporate Banking

Capital market services

c)      SME services

d)     Telephone and Internet Banking services.

Personal Banking

Amongst private sector banks, Uttara Bank Limited has already made its mark in the personal banking segment.

Corporate Banking

Uttara Bank Limited offers a full range of tailored advisory, financing and operational services to its corporate client groups combining trade, treasury, investment and transactional banking activities in one package. Whether it is project finance, term loan, import or export deal, a working capital requirement or a forward cover for a foreign currency transaction, Uttara Bank Limited’s corporate banking managers will offer clients the right solution. Customers will find top class skills and in depth knowledge of market trends in Uttara Bank Limited’s corporate banking specialists, speedy approvals and efficient processing fully satisfying client’s requirements-altogether a rewarding experience.

Capital market services

Capital market operation besides investment in treasury bills, prize bonds and other government securities constitute the investment basket of Uttara Bank Limited. Interest rate cut on bank deposits and government savings instruments has contributed to significant surge on the stock markets in the second half of the 2004, which creates opportunities for the bank in terms of capital market operations. The bank is a member of DSE and CSE increase over.

SME services

Since inception, the Uttara Bank Limited has held socio economic development in high esteem and was among the first to recognize the potentials of SMEs. The bank has pioneered SME financing in Bangladesh in 2003 focusing on stimulating the manufacturing sector and actively promoting trading and service businesses. Uttara Bank Limited SME unit has been working in close collaboration with the USAID, the SEDF, and IFC managed multi donor facility and the World Bank.

Telephone and Internet Banking services

Uttara Bank Limited provides services by telephone and internet banking facilities to its clients. The following are the glimpses of the facilities:

Through Telephone Banking

• Access to the account information at anytime from anywhere;
  • Request for cheque book and account statements;
  • Make cheque status inquiry;
  • Place stop cheque instruction;

Through Internet Banking

• Fund transfer;
• Make utility bill payment;
• Open and close term deposit;
• Request for cheque book and account statements;
• Place stop-cheque request;
• Make loan repayment;
• Inquire interest and foreign currency rates and many

Performance of Uttara Bank

Investment

Investment is the action of deploying funds with the intention and expectation they will earned a positive return for the owner (Broking ton 1986, p 68). Funds may be invested in either realizes or financial assets. When resources are used for purchasing fixed and current asset in a production process or for a trading purpose than it can be aQQQtermed as real investment.

 Investment (Sector Wise)

Loans and Advances

In 2011 Uttara Bank Ltd. registered a steady growth in the credit portfolio posting a growth of 13.17 percent. Total loans and advances of the Bank stood at Tk 28.477.4 million during the year as compared to Tk 25,163.9 million of the previous year. Average loan per Branch stood at Tk 137.6 million.

The Bank disbursed loan Tk 151.6 million in this sector in 2010. To cater to the urgent financial need of the service-holders having limited income an amount of Tk 127.2 million was disbursed up to 31^st December 2010 under Personal Loan Scheme. Besides the Bank distributed loan to the tune of Tk 829.5 million, Tk 1,701.5 million and Tk 3,486.4 million up to 31^st December 2009 under three special projects namely “Uttaran Consumer Loan Scheme”, “Uttaran Small Business Loan Scheme” and “Uttaran House Repairing and Renovation Scheme” respectively.

Risk Management

Risk management is a very important subject of banking activities. Adequate risks are there in different steps of a Bank. To prevent these risks Bangladesh Bank has identified five (5) Risk Management Sector. Following are the risks:

•       Credit risk management
•       Asset Liability Management
•       Foreign Exchange risk management
•       Money Laundering prevention
•       Internal controlling

Credit risk management

Under the instructions of Govt. and Bangladesh Bank Uttara bank has its own credit principle. In the branch banking system the unit of banking business are the branches. In the branch level the application of credit is examined by Relationship Manager. After better being examined it is send to the Credit Risk Management Unit of Head office through regional Office. The after classifying different perspective under the banks own credit principles CRM unit place the acceptable credit applications to the Credit Committee.

Asset Liability Management

There is Asset Liability Management Committee for the management of Asset and Liability which comprises of the upper level executives of the bank. Mainly this committee meets at least once a month and deals with the significant topics like-

1. Money situation risk of the market,
2. Liquidity crisis risk relating to the Balance Sheet
3. Transfer Pricing
4. Risk relating to the interest rate of  Deposit and Credit &
5. Money principles of the Bangladesh Bank

Review

Succession management is the process of ensuring that, a pool of skilled employees is trained and available to the organization to meet the strategic objective of the organization.

It is very much important for the organization as organization has unlimited life and it required more and more competent people to meet the need of the fast moving world. Another thing is skilled people are not made in one day. The need to build up and it required time. For this reason, organizations have to practice good succession management based on the future need and groom up employees accordingly.

Succession management is a complex process as it deals with the complex human being. A well tested succession management process consists of five steps. Those steps are briefly discussed here for the better understanding.

Align succession management plans with strategy

Depending on the market or the types of business the required skill vary from organization to organization. Organizations need people to meet the objective of the organization. So the HR has to align all its strategy with its objective. So the managers has to determine what are the required skills of the manager, how many managers need to fight in the competitive global world, how many employees have those required skills. After determining these things the HR manager has to plan all the things accordingly like succession planning, performance evaluation etc.

Identify the skills and competencies needed to meet strategic objectives

Once the HR manager has decided the required succession management objectives than they have to go for the determination of the scale for the performance measurement. There are two types of performance measurement scale. They are as follows:

Job-Based approach

This approach assume that, the employee who has the significant experience as manager and have acquire job skills such as motivation, delegating, marketing, or managing finance will be a successful manager.

Competency-Based approach

It refers to the group of related behavior that is needed for successful performance. They are measurable performance that differentiates successful manager from the others. These competencies may be hard or soft. Hard competencies are the ability to build a new technology and the soft competencies is the ability to be in the top ten. Manager acquires these competencies through job rotation and with the sprit of learning new things.

Among the above two competency measurement scale, most of the manager and HR specialist prefer the second one. It is so because, the global business world is dramatically changing everyday and a successful manager have to know all the things related to the business of the organization.

Discussions about Recruitment

Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. At the strategic level it may involve the development of an employer brand which includes an ’employee offering’.

So by the definition The process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner.

The recruitment phase of the hiring process takes place when the company tries to reach a pool of candidates through job postings on company and external websites, job referrals, help wanted advertisements, college campus recruitment, social media recruiting, etc.

Job applicants who respond to the recruitment efforts of the company are then screened to determine if they are qualified for the job.

Selected candidates are invited to interviews and other methods of assessment. Employers may check the background of prospective employees, as well as check references prior to making a job offer and hiring the top candidate for the position

The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates’ motivations and their fit with organizational requirements by interviewing and other assessment techniques. The recruitment process also includes the making and finalizing of job offers and the induction and on boarding of new employees.

Depending on the size and culture of the organization recruitment may be undertaken in-house by managers, human resource generalists and / or recruitment specialists. Alternatively parts of all of the process might be undertaken by either public sector employment agencies, or commercial recruitment agencies, or specialist search consultancies.

 There are two types of recruitment

• Internal recruitment
• External recruitment

The advantages of internal recruitment are that

1. 1.      Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for ‘fitting in’.
2. The organization is unlikely to be greatly ‘disrupted’ by someone who is used to working with others in the organization.
3.  Internal promotion acts as an incentive to all staff to work harder within the organization.
4. From the firm’s point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success ‘on paper’.

External recruitment

External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation.

 Recruitment approaches

There are a variety of recruitment approaches and most organizations will utilized a combination of two or more of these as part of a recruitment exercise or to deliver their overall recruitment strategy. In summary five basic models more commonly found are:-

• An in-house personnel or human resources function may in some case still conduct all stages of the recruitment process. In the smallest organizations recruitment may be left to individual managers. More frequently whilst managing the overall recruitment exercise and the decision-making at the final stages of the selection process external service providers may undertake the more specialized aspects of the recruitment process.
• Outsourcing of recruitment to an external provider may be the solution for some small businesses and at the other extreme very large organizations.

• Employment agencies are established as both publicly-funded services and as commercial private sector operations. Services may support permanent, temporary, or casual worker recruitment. They may be generic agencies that deal with providing unskilled workers through to highly-skilled managerial or technical staff or so-called niche agencies that specialize in a particular industrial sector or professional group.
• Executive search firms for executive and professional positions. These firms operate across a range of models such as contingency or retained approaches and also hybrid models where advertising is also used to ensure a flow of candidates alongside relying on networking as their main source of candidates.

Internet recruitment services including recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. In addition social network sourced recruitment has emerged as a major method of sourcing candidates

Sources of Recruitment

Sources of internal recruitment

• Company’s own website.
• Placement consultants.
• Employee reference
• From internship student

Employment of Relatives

Sources of external recruitment

• Advertisement in the news papers.
• Campus Recruitment.

Discussion about selection

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.

But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

Selection in staffing is the part of the recruiting process that deals with choosing an employee to hire from among a narrowed-down list of outstanding candidates. Selection can actually occur several times throughout the recruiting process. Managers select which candidates to contact based on their resumes, which candidates to bring in for an interview and finally which applicants to hire for open positions. Understanding the different levels of selection and what to look for at each level can help you to select the ideal job candidates for long-term success.

After interviews are conducted, hiring managers and human resources personnel meet and select a candidate to offer the job to. The team carefully considers the candidates’ qualifications, assessments and interviews to determine whom to offer the job. If hiring managers are not satisfied with any of the candidates, the recruiting process may start again. In most cases, the hiring team has the ability to select a candidate and a job offer is made. If the candidate declines the job offer, the recruiting process may start again.

Methods of selection

• The interview as a selection method: pros and cons
• Tests as a selection tool
• The selection interview

Selection in staffing is the part of the recruiting process that deals with choosing an employee to hire from among a narrowed-down list of outstanding candidates. Selection can actually occur several times throughout the recruiting process. Managers select which candidates to contact based on their resumes, which candidates to bring in for an interview and finally which applicants to hire for open positions. Understanding the different levels of selection and what to look for at each level can help you to select the ideal job candidates for long-term success.

After interviews are conducted, hiring managers and human resources personnel meet and select a candidate to offer the job to. The team carefully considers the candidates’ qualifications, assessments and interviews to determine whom to offer the job. If hiring managers are not satisfied with any of the candidates, the recruiting process may start again. In most cases, the hiring team has the ability to select a candidate and a job offer is made. If the candidate declines the job offer, the recruiting process may start again.

 Recruitment Process of Uttara Bank Limited.

Requisition receives approval

In a various condition where employees are needed. Requisition can be sent Newspaper or online to the HR and there is a internal requisition from that is use to collect the information of requisition.

Advertisement

Advertise can be publish on difference job site or it also publish by UBL own web site and defiantly also on Newspaper.

CV sorting

UBL have a link linked with some other jobsite like BDJOBs portal. In this process there is a comparative statement from and it is the sort from of candidates CV to check with the job recruitments. After complete this stage it should check with curriculum vita whether it is right or wrong, if it is not matched with original CV the corrections should write on that comparative statement.

 Call for interview

After CV sorting the sort listed candidates are called for interview.

Employment Interviews

It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.

Written exam and result

Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential. After interview the selected candidates are prepear for the written test and at the written test examination exam question are provided by the HR department of UBL and there is question pattern. So after perform the written test the qualified candidates are selected by the HR manager of the Uttara bank. The question papers are checked by the HR manager. Out of fifty who gets upper thirty but some time it would be consider by twenty-five are the candidates who are passed. So after that here would be a listed name for final selection.

Viva

The candidates who are passed in the written exam are called for the final selection at viva test.

Approval the selected CV

The candidates who are passed at written and viva test are finally selected as a final employee of the Bank.

Document Checking and Giving Appointment Letter

After the final selection The bank check the original document of the employee’s education qualification certificates, professional experience  and others after checking this types of information if everything is alright then appointment letter are send on candidates email or other address that they finally get the job.

Orientation of employees

Uttara bank prefers Formal & group orientation.They describes whole things of the company and job responsibility to the employees in the orientation day. They welcome their new employee. Smile, and tell them Uttara bank is glad that they have come to work in Uttara bank establishment.

Selection process in UBL

The People Bank operates an extremely thorough and efficient selection process to ensure that only the very best candidates are presented to our clients. The process is detailed below and yields candidates with the right fit, so that our clients can suitably execute their strategy in accordance with project timelines.

Completed Resume

Resumes are obtained from a variety of sources that include our own extensive database, internet job boards, job fairs, employee referrals and direct recruitment.

Employment Screening

Employment screening on the required basis. Potential applicants are screened via telephone, in order to confirm their relevant skills, experience and availability. Some time Uttara bank use work sampling process, it’s a device of selection process where the candidates have to perform a part of his or her job.

Interview and other investigation

Applicants are interviewed in-person at one of our offices and are required to sign off on their understanding and agreement to client confidentiality, criminal background checks (if considered to be a bona fide occupational requirement), health & safety, ethics, sexual harassment and human rights policies, as a condition of their employment contract with The Uttara  Bank. Once complete, the interview process is broken up into 4 separate stages:

Stage–1: Interview

The UBL recruiters conduct a chronological review of the applicant’s education and experience.

Stage–2: Behavioral-Based Assessment

The applicant participates in a comprehensive behavioral-based interview to determine their personality type, performance standards, work habits, reliability, integrity and fit.

Stage-3 Knowledge & Skills  Assessment

Applicant participates in a technical interview that includes demonstration of previous abilities, to determine the degree of their technical aptitude. We also possess assessment capabilities in both English and bangle.

Stage 4 – Verification of Employment Requirements

Applicant confirms their understanding and agreement regarding the job location and if it is suitable for them, their available start date, hours or shifts that are required to work, if they have suitable transportation for the job and the current pay rate being offered.

• Applicants are given relevant skill-verification tests, to validate the degree of their technical aptitude, i.e. call centre, Windows, MS Office, clerical – reading, writing, sorting – ability to follow instructions, manual dexterity and WHMS
• References are checked to verify work experience and work performance.
• Criminal background checks and Government security clearances are performed, where job specifications deem them to be bona fide occupational requirements.
• They present the contract offer to the candidate for work on a client engagement, who subsequently signs off on their acceptance of the contract terms & conditions.

Recruitment and Selection policy of Uttara Bank

Uttara Bank follows some policy. Recruitment and selection policies are simple. But the implication of those policies can be difficult. These policies are given below:

• Uttara Bank Limited recruitment policy is to hire the right kind   of people at the right place, selecting them through an effective process from pool of candidates in the job market.
• Uttara Bank recruitment and selection has freedom from all political and other outsiders’ pressure.
• The competency and high quality performance of the whole organization shall be ensured by the effective recruitment and selection.
• Those people who are experience more 5 or 8 years the company are more flexible for those candidate.

 Uttara Bank limited follows the above policies in the time of human resource planning and recruiting new employ

Code of Conduct

• Use of Telephone: Employees are discouraged to make personal phone calls during the office hour by using official phone or personal cell phone. However they may make such calls during the breaks.
• Use of Company Property: While using company’s property you have to be very careful about that property as well as yourself.
• Use of Computer: Employees should be cautious while using the computer and must abide by the IT security policy which has been uploaded in the UBL internet for daily information.
• Clear Desk: Your desks must be kept neat and tidy and all unnecessary papers and files should be removed.  Make sure that your confidential documents are kept in right place, before leaving your desk.
• Sexual and Other Harassment: UBL affirms that no employee will experience harassment physical or verbal emotional of these carried out by an individual or a group of people.UBL affirms that all employees have the right to be treated with dignity and respect.

 Basic Leave Entitlements

Uttara Bank Limited believes that leave is an attainable benefit/facility, but it won’t be claimed as a right. Related regulatory officer can grant the leave.

Types of leaves that Uttara Bank Limited Allows:

 Weekend

Friday and Saturday confirmed by the authority is weekend.

 Casual Leave

1. Casual leave is for twenty four days per year.

2. This leave is attainable with full salary.

 Earned Leave

1. One worker will be attainable for earn leave after one year of performance the duty in the company.

2. one day earn leave is attainable for thirty-three working days.

3. This leave is with full salary.

4. Unconsumed earned leave cannot be added with the next year’s earned leave. An employee doesn’t get more than one hundred and eighty days leave in his working life of five and half years.

“Festival leave” and Sick leave” are included on Total Earned Leave.

Maternity Leave

1. A female employee will get maternity leave after completing the job at least for six months.

2. She will have to apply in a specific from for getting the leave.

3. Maternity leave is attainable for total four months for once.

4. This leave is given as employee’s preference.

5. These leave is attainable with salary.

Sick Leave

Entitlement to Sick Leave for the Executives at Head-Office and Branch Site it is 15 days on the basis of each calendar year. The employee is eligible to exercise the Sick Leave benefit from the date of his/her joining. The above entitlements represent the maximum number of days Sick Leave that an employee can avail in a year. If an employee is sick on Weekend or on a Public Holiday, that day will not be counted as a sick day and the number of Sick Leave taken out of his/her allocated days will be excluding those days.

SWOT Analysis of Uttara Bank

SWOT analysis refers to analysis of strengths, weaknesses, opportunities and threats of an organization. SWOT analysis is considered as an important tool for making changes in the strategic management of an organization.

Strengths

      A highly motivated team

      225 branches

      Good Management

      Cooperation with each other

      Financial Strength

      Membership with swift

      Huge business area

Threats

      More modern banking services of other banks

      More rich of other banks by more branches

      Under stable political culture

      Recession in the economy

Opportunities

      Modern banking services

      Services for the rural people

      Change in political environment

      Good banker customer relationship

Weakness

      Distributed database systems

      Lack of proper motivation, training and job rotation

      No ATM booths

      No customer differentiation

      Lack of specialization

      Facilities only for city dwellers

Findings

The findings of the study are as follows-

i. Internal &External pressure:

 In case of internal pressure the executer when give pressure for recruitment as well as external pressure is that where powerful individual give pressure for recruitment from outside. For the both two system the bank doesn’t get the qualified employee.

ii. Shortage of Skilled Manpower (HR Background) :

A skilled manpower (HR) is a heart of bank. But in this bank there are some shortages of skilled because of others background employee. Though they have no enough knowledge about recruitment, and selection other management section, the bank has to suffer a lot.

iii. Lengthy Process :

The Panthapath Branch of UBL takes long time for every process or work. They takes more time for a service, the customer became dissatisfied that’s the reason the reputation of the bank is decreased day by day.

iv. Follow Manual System :

The Panthapath Branch of UBL uses manual system right now. They here not provided ATM service, SMS service etc. On the other hand others bank provide attractive policy that’s why people influence to the others bank.

v. Repeatedly use the same Policy :

To attract the customer providing different attractive policy is one of the best methods. But this bank always uses same policy at the same time.

Recommendations

In light of the findings, the recommendations are as follows:

i. To Overcome the Internal &External Pressure:

The skilled & qualified candidates have to recruit by legal recruitment and selection process. To overcome internal and external pressure the bank should avoid other relationship it may be personal, political etc.

ii. To recruit sufficient skilled HR Background Employees:

The bank has to recruit a number of skilled employees but one     thing has to remember they should be HR background.

iii. To reduce the duration of Recruitment & Selection process:

The panthapath Branch of UBL takes long time for completing whole process. The bank should be takes short time process.

iv. To use various HR software’s:

UBL follows manual system. If it follows online system. The whole process by using different HR software for different purpose.

v. To use the up-to-date Recruitment & Selection Policy:

The bank has to use the up to date Recruitment and Selection Policy because all customers needs and wants up date policy.

Conclusion

Uttara Bank Limited is a traditional banking & financial services organization operating in Bangladesh for about 44 years since origin. The total number of correspondents & agents of the Bank was 686 as on 31-12-2007   which    was increased by 38 over that of the previous year. At the same time the Bank is handling foreign remittance business through 55 exchange houses & operating local operation through 207 branches. I had the opportunity to work for this Bank during my internship program. I was placed at different departments of UBL at Panthapath branch. During this time I got the chance to observe the overall activities of a branch commencing from account opening to account closing. I also got the scope to act together with high officials and was informed about their prospects & perceptions about the Bank’s services. During my interaction with the employees & customers, I understood that there is the existence of customer dissatisfaction in some cases. The Bank is developing its Loan & Advances and Foreign Exchange activities & accounting system day by day with changing industry situation but the rate of change of such speed needs to be increased. The Bank has the opportunity to develop a leadership position in the industry but new significant strategy ought to be made.

Finally, I would like to say that this internship at UBL has developed my practical knowledge of Business Administration & made my BBA education more realistic. I got the scope to apply various tools & concepts in this report that I learned in my education of last four years. The concepts & tools used in this report were not only from accounting & finance related courses but also from management, marketing, human resource & other courses. I desire all the best for the Bank.