Recruitment and Selection at NMB Bank LimitedAn Internship Report

By:

Suraksha Koirala

T.U. Registration No: 7-2-446-49-2009

School of Management

Tribhuvan University

Performed at:

NMB Bank Limited

Head Office, Babarmahal

Kathmandu

Submitted to:

The Faculty of Management

Tribhuvan University

In partial fulfillment of the requirements for the degree of Master of

Finance and Control (MFC) Program

Kathmandu

Report of Internship - November 22 - February 03

Date Submitted – February 07, 2016

ENDORSEMENT

The internship report titled “Recruitment and Selection at NMB Bank Limited”

has been written by Suraksha Koirala, MFC Third Semester (2015) at the School of

Management and has been endorsed for evaluation to the Officer of the Examination

Control.

Dr. Jeetendra Dangol

Deputy Director

School of Management

Tribhuvan University, Kritipur

DECLARATION

The internship report titled “Recruitment and Selection at NMB Bank Limited”

has been written by Suraksha Koirala, MFC Third Semester (2015) at the School of

Management and has not received any previous academic credit at this or any other

institution.

Suraksha Koirala

February, 2016

ACKNOWLEDGEMENT

This internship report has been prepared as per the requirement of Master of Finance

and Control of School of Management Tribhuvan University in which students are

required to undergo internship training in an organization for a period of ten weeks to

familiarize the students with the practical aspects of working in the organization.

I would like to express my gratitude to Ms. Shabnam Limbu Joshi, Head Human

Resources, Ms. Aastha Ojha, Officer, Human Resources and Mr. Shiva Ram Bhattarai

for supervising me and taking out time from their busy schedule and guiding me

throughout the internship period. Without this co-operation this piece of work would

have never been completed.

I would like to thank Mr. Jeetendra Dangol, Deputy Director of MFC program at

School of Management Tribhuvan University for providing great help to work in the

organization and without whose approval this report would have never been

completed.

I sincerely acknowledge my thanks to everyone involved whose contribution has

made the preparation of this report possible.

Suraksha Koirala

SOMTU

Table of ContentsINTRODUCTION..........................................................................................................7

1.1 Background of the Study..................................................................................7

1.1 Significance of the Study..................................................................................8

1.3 Objectives of the Study.....................................................................................8

1.4 Organization Selection......................................................................................8

1.5 Placement..........................................................................................................9

1.6 Duration............................................................................................................9

NMB BANK AND HUMAN RESOURCE DEPARTMENT.....................................10

2.1 Background.....................................................................................................10

2.1.1 Vision...........................................................................................................10

2.2 Organizational Chart (HR Department)..........................................................11

2.3 Introduction to Human Resource Department................................................12

2.4 Roles and Responsibility of Human Resource Department............................12

2.5 Key Activities Performed in the Department in Daily Basis:.........................13

ANALYSIS OF WORKS AND ACTIVITIES PERFORMED...................................16

3.1 First Day at NMB Bank..................................................................................16

3.2 Activities Performed in Human Resource Department..................................17

3.3 Monitoring and Supervision...........................................................................19

3.4 Detailed Analysis of Work Done....................................................................19

OBSERVATIONS, EXPERIENCES, AND PROFESSIONAL SKILLS LEARNED22

4.1 Observations...................................................................................................22

4.2 Issues and Problems........................................................................................23

4.3 Professional Skills Learned............................................................................23

4.4 Academic Skills..............................................................................................24

4.5 Lesson Learned...............................................................................................24

4.6 Methodology...................................................................................................25

4.7 Observation Gap.............................................................................................26

SUMMARY AND CONCLUSION.............................................................................27

5.1 Summary.........................................................................................................27

5.2 Conclusion......................................................................................................27

REFERENCES.............................................................................................................29

List of Table and Figure

Table 1.1: Time Allocation in NMB.............................................................................9

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Internship is an opportunity to observe, learn and understand the corporate culture,

acquire knowledge and skills in the respective field which helps the students in their

career development. Internship helps the students to understand how the knowledge

acquired through the lectures, group discussion and formal study is applied in the real

working situation. It is the best way of knowledge gaining as it provides an

experience.

Even though the interns are not the employees of the organization, they are given an

opportunity to work as if they are the employees. The interns do what the staffs of the

organization have to do. However, they do not have obligations or authority over

anything.

Through internships students often gain new perspective because students are able to

see the application and relevance of what they are learning. They gain a head start in

their career fields and sometimes secure full-time employment with their internship

site upon graduation. It is an opportunity to advance real-world experience, often

learning about the latest technology and equipment used in the workplace. Students

also learn job-seeking and job-holding skills, and, as a result, gain maturity,

professionalism, and confidence.

With these realizations, Faculty of Management (FOM), Tribhuvan University (TU)

has offered of Master of Finance and Control (MFC) program, where students are

required to do internship in an organization for ten weeks, in the third semester. The

ultimate objective behind the internship program is to train students for future

endeavors and dynamic corporate culture that they would happen to face during their

work-life situation in any organization of their interest.

The primary focus of this report is to highlight on the activities performed and lesson

learned as an intern in Human Resource Department NMB Bank Limited Babarmahal,

Kathmandu during the internship period from 22nd November 2015 to 3rd February

2016.

This report is prepared under the guidance of School of Management, Tribhuvan

University and NMB Bank. It provides information of the overall working

environment and various processes involved in the Human Resource Department of

NMB Bank. Furthermore, the internship program is carried out to provide students

with an opportunity for experience in the real organization settings before they

graduate.

1.1 Significance of the Study

Internship is an opportunity to observe, learn and understand the work culture. The

objective of the internship is to help the intern to become competent and skilled

professional in the near future strengthening their capabilities. These programs are

seen as great opportunities to gain understanding and experience and make the most

out of it in terms of converting it into a prospective career.

1.3 Objectives of the Study

The main objective of this internship project is to enable the student to be acquainted

with the practical aspect of the knowledge gained in the classroom. However, other

specific objectives can be listed as follows:

To identify the different task done in the HR department of the bank.

To study the recruitment process in the bank.

To examine degree to which the theoretical knowledge matches the real work

environment.

To examine the organizational culture, and employee relationship

1.4 Organization Selection

Selection of the organization is one of the most difficult tasks. However the

specialization of the student in finance has made commercial banks a better option for

doing internship. Moreover, they are highly specialized institutions with competent

and highly skilled manpower and carry number of financial transaction. So, the first

priority was to select the reputed commercial bank among different commercial

banks. Besides this, one should have the strong reference to get enrollment in the

organization. So, because of reference of the college, ‘NMB Bank Limited’ was

selected for the internship on Mangshir 6th 2071, at Head Office, Babarmahal,

Kathmandu.

1.5 Placement

According to the specialization and requirement of the course in specialization, i.e.

MFC, placement was preferred in finance department but due to the policy of the

organization the intern was unable to work in the finance department. So the intern

was placed in the HR department throughout the internship period. However, intern

got opportunities to understand some of the activities of finance department that are

related to the HR department. Working in the HR department was really a wonderful

experience for the intern, under the supervision of Ms. Aastha Ojha, (Officer, Human

Resources). The intern was able to learn & familiarize with the new environment and

contribute positively to the organization with her work to the best of her caliber.

1.6 Duration

The duration of internship period has been defined for ten weeks by Tribhuvan

University. The intern has completed ten weeks internship started from. During this

period, the intern has gained the experience of working at HR Department of the bank

Table 1.1: Time Allocation in NMB

S.No. Department Duration

1. Human Resource Department 2.5 months(10 weeks)

CHAPTER TWO

NMB BANK AND HUMAN RESOURCE DEPARTMENT

2.1 Background

NMB Bank Limited licensed as “A” class financial institution by NRB in May 2008

has been operating in Nepalese Financial market for over nineteen years and is one of

the leading commercial banks in the banking industry. Since its inception, the Bank

has been continuously endeavoring to win the trust of its customer which has resulted

to ever increasing customer base and more importantly attained customer’s delight

through its different products and services.

On 18th October, 2015 following its merger with four other financial institutions (FIs),

Bhrikuti Development Bank, Pathibhara Development Bank, Clean Energy

Development Bank and Prudential Finance, NMB Bank formally started its

operations. This is the first time in the country’s banking history that five FIs have

merged. They are NMB Bank Bhrikuti Development Bank, Pathibhara Development

Bank, Clean Energy Development Bank and Prudential Finance. The total capital and

reserves of the merged entity (NMB Bank) has reached Rs 6.2 billion.

The bank would be able to mobilize large capital, while reducing risks in the banking

industry.

NMB Bank, through a special general meeting on June 8, had approved the merger

plan. The merger has been looked upon as a positive sign in the banking sector. The

commercial banks have to increase their capital as per NRB regulation due to which

many financial institutions have taken up the step of merger. The merger is expected

to enhance the bank’s competitiveness and market access, increasing the bank’s risk-

taking ability the entire financial sector towards stability in the long run.

The bank is providing its service through 69 branches, 7 extension counters, including

a representative office in Malaysia, and 42 ATM centers across the country.

2.1.1 Vision

To establish the bank as a leader in banking by providing a range of financial services

suitable to the needs of the market with high priority on customer care while

simultaneously embracing the interests of all stakeholders and value of a good

corporate citizen.

2.1.2 Mission

To gain supremacy in growth, profit, customer care and social response in banking by

way of:

1. Leveraging and integrating the existing strengths of the institution

2. Reaching out and serving wide range of customers within and outside the

country

3. Developing a culture of “Giving Extra Care to the Customers”

4. Being innovative in designing and delivering services

5. Adopting prudent investment practices for building up a sound assets base.

6. Developing internal and external efficiencies by prudent use of technology

7. Building operational efficiency through smarter processes and controls

8. Providing exciting and challenging career prospects for the employees

9. Placing high priority on stakeholders’ interest and statutory compliance

10. Acting responsibly for making contributions to the society at large 

2.2 Organizational Chart (HR Department)

Figure 2.1: Organizational Chart

2.3 Introduction to Human Resource Department

Human resources are the most valuable and unique assets of an organization. The

successful management of an organization's human resources is an exciting, dynamic

Ms. Shabnam Limbu JoshiHead (HR Department)

Ms. Aastha Ojha (Officer)

Mr. Shiva Ram Bhattarai ( Officer)

and challenging task, especially at a time when the world has become a global village

and economies are in a state of flux. The scarcity of talented resources and the

growing expectations of the modern day worker have further increased the complexity

of the human resource function.

The Human Resources Department has overall responsibility for the recruitment

activities of the organization, the preparation and maintenance of personnel records,

the development and review of employment policies and procedures, training and

development, employee and industrial relations and staff welfare. The HR department

is taken as the most important department of any organization. The overarching

mission of the HR Department is to optimize the contribution to the development and

implementation of both strategic and operational initiatives to grow and develop

NMB Bank. The main challenge is to support measures which will result in the

creation of a progressive and responsive learning environment which empowers the

continued personal and professional development of staff.

Even though specific human resource activities are the responsibility of the human

resource department, the actual management of human resources is the responsibility

of all the managers and every individual involved in the organization.

It is therefore necessary for all managers to understand and give due importance to the

different human resource policies and activities in the organization. Human Resource

Management outlines the importance of HRM and its different functions in an

organization. It examines the various HR processes that are concerned with attracting,

managing, motivating and developing employees for the benefit of the organization.

2.4 Roles and Responsibility of Human Resource Department

Being a service industry, managing people is the major challenge of the bank and

management of people determines the success of bank which has been possible

mainly because of efficient and skilled employees. NMB Bank Limited too has been

moving ahead considering its staffs as assets rather than cost and 680 plus staffs of the

bank share common values and culture thus helping the bank move as per its mission.

The role of HR Department at NMB starts from managing the recruiting and hiring of

employees and coordinating the employee. These roles are not enough for managing

the employees. The HR team has to perform the role of consultant and advice the line

mangers of different departments on various issues related to employees and matching

the employees’ interest with that of organization so as to achieve its goals . In this

competitive era of knowledge the HR team should keep itself updated in the various

policies such as Labour Laws, automated HR system related issues. HR Team also

ensures whether the HR policy and practice is in line to what is happening around the

banking industry.

Employees are given full opportunity for their career development as the bank invests

huge amount of budget on the training of staffs both inside and outside valley

irrespective of levels each year. The bank has been conducting various in-house

trainings and outhouse training for ample staffs for their proper career growth.

The matters related to training are looked upon by a separate department “Learning

and Development”. But the budget for the training should be approved by the HR

Department. New joiners are given proper induction so as to familiarize themselves

with the working environment of the bank. The newly recruited staffs are also given

on-the job training where each individual is assigned a mentor for some time and are

then placed at a specific department on the basis of “person fit job” ensuring that the

correct staffs are employed at correct job.

The bank’s HR team helps to develop a competitive advantage, which involves

building the capacity of the bank through its staffs so that the bank can offer a unique

set of goods or services to its customers. So, the role of HR at NMB does not end only

at hiring pool of talents at the bank to help the staffs grow and stay committed over

the long term. Further, HR team designs systems for appraising the performance of

individuals for analyzing the actual performance of the employees. HRD at NMB is

mainly focused on four functions as acquisition, development, motivation and

maintenance of human resources so as to accomplish the organization’s as well as

their personal goals and objectives.

2.5 Key Activities Performed in the Department in Daily Basis:

The key activities performed in human resource department of NMB can be

summarized as follows:

Maintaining and updating personal files of all the staff

To look after the training and workshop proposals and forward it to the respective

department and ask for the nominations.

The nominations should be approved by the approving authority i.e. CEO, DCEO,

or CIO and the confirmations are sent to the training institute and to the staff

attending the training.

Forward the copy of the proposed training to the Accounts for payment.

Insurance claim form received from the staff is sent to the Insurance Company for

the reimbursement by making the summary details and requesting the insurance

company for the payment.

To select and call prospective interns for the internship as per the requirement of

the departments or branches.

Provide internship experience letter to the interns.

Sanction staff loan that may be auto loan, social loan, equipment loan or home

loan as requested by them and finalize it by the approval of the CEO.

Looking after the appraisal system

Maintaining records of invoices

Maintain leave records

Distribution of items related to staff ( ID card, calendar, diary) employees

Deal with retirement fund and provident fund of employees

Introduction of newly appointed staff to the departments

Sending e-cards to the staff on various occasions like birthdays, marriage

anniversary, etc.

Daily attendance check

Organize the documents in the respective files and update it in software on need

basis.

Leave record should be checked and updated.

Confirmation of staff should be checked if any

Appraisal of probation staff to be sent to the respective department or units if any.

Staff loan to be checked and updated if required.

Contract staff to be reviewed.

Updates to be made on software regarding insurance, new appointments, RF and

so on.

Salary for staff to be posted on the 27th of every month according to the Nepali

calendar

Memorandum should be raised for the overtime to be paid to the staff if required.

Renewal of staff insurance policy (yearly basis)

Send annual leave plan to all the staff

Recruit, select staff on need basis

Staff grievance handling

Settlement of resigning staff

Organizing staff social events per year like picnic, futsal, etc.

Arrange for staff vising card and ID card by liasing with the concerned

department.

CHAPTER THREE

ANALYSIS OF WORKS AND ACTIVITIES PERFORMED

It was a great learning experience for the intern at NMB Bank Limited. Each day in

the bank turned out to be a new experience with something new to learn. The intern

was placed in the Human Resource Department in the ten weeks period of internship

where the intern learned various activities carried out in the department.

The description of the human resource department and the areas of its operation have

already been mentioned earlier. The following section describes the actual works done

and activities performed by the intern during the placement period.

3.1 First Day at NMB Bank

The intern was unknown about the placement in the specific department in the bank.

There was excitement as well as nervousness in the intern about working in one of the

reputed organization in Nepal.

NMB Bank limited is located at Babarmahal. The intern reached the office a bit late

which was not at all good for the first day. The human resource department was in the

second floor of the building. A young lady at the entrance asked to wait for a while.

After few minutes the intern was introduced to Aastha Ojha, human resource officer

who happened to be her supervisor as she was placed in the human resource

department itself.

Ms. Ojha briefed the intern about the basic things like attendance system, dress and

office hours. Hearing about the long office hour (9:30 to 5) the intern was quite

stressed. After registering the attendance for the day the intern was taken into the HR

department. Ms. Ojha gave simple orientation and briefing regarding the HR

department and the confidentiality to be maintained about its matters. She seemed

quite friendly from her gestures and it will surely be great working with her. It was

indeed true.

During the lunch time, the intern was happy to meet with her classmates and listen to

their first half of the very first day of internship. They were placed in priority banking

and correspondence banking. She shared her story too. Since the lunch break was of

about 40 minutes she along with her friends had her lunch and headed back to work.

It was the very first day and there was nothing more to do. The intern just helped with

the filing of the documents and giving the bills and other invoices to the finance

department. Overall her first day was good. She was happy to be told to go home

early as she found it to be caring nature of her supervisor.

3.2 Activities Performed in Human Resource Department

Filing the documents

For human resource personnel, keeping the records of employee is very important.

Separate files are maintained for each employee in the bank. The data about the

employees are confidential so file handling is very crucial. The intern was told that no

paper should be thrown in dustbin until it is proved to be a scrap.

The intern was given task of filing different documents like medical reports of the

staff, their letters (appointment, transfer, and promotion), certificates of participation

in trainings and so on. Accordingly, the intern had to maintain the files and documents

and keep them in their respective drawers according to employee id.

Sending letters and documents

The intern was asked to send the documents and letters for different staff. There were

things like appointment letters or any other important documents to be sent to other

party. The intern was told to send these documents to respective places in the name of

HR department.

Making the calls

The intern was told to call candidates that have dropped their CVs in the bank to come

for written exam for various positions. Recruitment is an ongoing process in the bank.

Calls were made even for scheduling interviews and notifying personnel for certain

purposes.

Verifying the account opening forms of the staff

The salary account of the staff were initially verified by the HR department and then

sent to the customer service department. The intern was told to see if the forms had

the copy of citizenship attached to it and the form was completely filled with

signature of the applicant in the respective places. She sorted the complete and

incomplete forms and called each staff to send their scanned copy of the incomplete

page after filling it completely.

Sending calendars to each employee

NMB bank operates in the English calendar. So in the last week of December the new

calendars for the year 2016 arrived. It was the responsibility of the HR department to

send the calendars for the staff. The intern along with her supervisor first took out the

list of staff along with the branches and sent calendars according to the requirement of

the department or branch.

Escorting the new staff to their respective department

Whenever a new staff joins NMB as the junior assistant they were briefed about the

work environment by the HR officer. They were provided with the staff code of ethics

that would be duly signed by them and abide by every day. The intern was told to take

the staff to the reception in the first floor where the attendance register was kept and

tell them about the attendance system of the bank. After that the staff was taken to

their respective departments to the department heads.

Preparation for the interviews

The interviews were usually taken at the board room. It was the duty of the intern to

keep the interview forms ready according to the number of candidates and the panel to

take the interview. The forms along with the CVs of the candidates were placed

beforehand in the interview room with the name list of the candidates according to

their time.

Sorting of the forms

After the interview is finished the forms for each candidate from each panel member

are kept together with his/her CV. The intern was told to pile the forms together. Then

the file is sent to the HR Head for further process.

Sorting of CVs

The intern was asked to sort the CVs of the applicants first by the region (Eastern

and Western) as the exam was to be conducted for both regions separately by HR

head. As the applicants were very high in number she again asked to further sort

the CVs and select only those who has first division in at least one of their

academic achievement. Among the sorted CVs by the intern the HR head further

rejected some of the candidates and then the final list of the candidates to be

called for the written exam was prepared.

3.3 Monitoring and Supervision

The intern worked under direct supervision of Human Resource officer. Each activity

mentioned above were monitored and guided by her. The intern learnt a lot from her.

However, all the staff in the department was equally helpful and guided the intern in

each activity she was involved.

3.4 Detailed Analysis of Work Done

3.4.1 Recruitment and Selection

NMB bank after the merger required more staff. Throughout the ten weeks of

internship there was continuous process of appointing new staff. These were the steps

involved which the intern was a part of and got the opportunity to see how exactly the

hiring of employees is done.

Initial Phase

The bank was going to look for both internal and external sources of candidates. The

internal criteria of the bank were to use job posting. Notice was sent to all the

employees informing them about the job vacancy and the requirements of the job.

The bank had multiple options of recruitment to support the external criteria. Among

them, the bank used newspaper advertisements and e-cruitment. The formal and detail

advertisement regarding the job vacancy was published in one of the noted daily. The

candidates send their CVs to the email address provided in the advertisement.

The intern was asked to sort the CVs of the applicants first by the region (Eastern and

Western) as the exam was to be conducted for both regions separately by HR head. As

the applicants were very high in number she again asked to further sort the CVs and

select only those who has first division in at least one of their academic achievement.

Among the sorted CVs by the intern the HR head further rejected some of the

candidates and then the final list of the candidates to be called for the written exam

was prepared.

Selection Phase

The CVS were screened initially and the candidate that matched the criteria set was

shortlisted. The shortlisted candidates were called for the written test. Each candidate

was called by the intern to inform them about the exam to be held. The candidates

were told to be present to give the exam with a copy of citizenship, one passport size

photograph and normal calculator. The candidates need to secure pass marks to be

eligible to go for the next step.

For posts of junior assistant after written test interview was conducted to select and

finally appoint the candidate. But for management trainee the candidates had to pass

three hurdles (written exam, group discussion, and interview) and finally the best

were appointed. For other higher level vacancy the candidates were selected on the

basis of interviews.

The job is for long tenure and needs high degree of cognitive as well as practical

intelligence, candidates need to have optimum qualification to apply, and therefore

this is career enhancing job. Regarding other consideration that all candidates will be

selected on the basis of their all-round qualifications and therefore, the candidates are

tested on the various selection predictors to make it a fair competition.

Post selection

When the employee arrives:

Welcome with a smile

Show him/her around the facility pointing out important features (for

example, emergency exit)

Introduce him/her with people along the way, explaining what job they will be

assigned

Let him/her know who he/she will be reporting to and who will be working

under him/her

Show him/her his/her workstation

Show where he/she can get necessary supplies

Explain the practices and procedures that are used in the organization

Attendance policy

Working hours

Payroll periods

Pay rate

Overtime rules

Introductory period

Employee benefits

Explain the advancement procedures

Explain the parking arrangements

Provide the new employee with copies of following documents

Employee handbook

Annual report

Newsletter

Employee benefit booklet

Explain the organization’s mission and its objectives of doing business

Explain who the key customers are and how they are behaved in the

organization

Following-up

Over next few weeks discuss with the employee:

His/her overall impression

Organization setting

Performance evaluation process

Department work rules

Training plan

Customer responses

Pending documents follow up

CHAPTER FOUR

OBSERVATIONS, EXPERIENCES, AND PROFESSIONAL SKILLS LEARNED

4.1 Observations

Working in the reputed organization like NMB Bank was a great experience for the

intern. She learnt a lot of things that would be helpful for her in the future endeavor.

In the ten weeks of work tenure in NMB Bank, the intern could closely observe the

bank’s activities and its employees. The major observations are as follows:

Punctuality was very important in NMB bank. The office hour is 9.30 a.m. to

5 p.m. from Sunday to Thursday in winters but in summers the office time

ends at 6 p.m. And 9.30 a.m. to 2 p.m. on Friday.

The staff is present in the office in formal attire even the interns are expected

to be formally dressed.

There is no fixed lunch hour. The staff can go for lunch for about 40 minutes

after 12 pm whenever they are free.

The office setup and layout seems to be peaceful. Every employee seems to be

busy in their workplace doing their respective jobs; communication between

staffs usually takes place through intercom.

The HR department along with corporate credit department was in the same

floor with the CEO’s and DCEO’s office that made it more disciplined and

formal.

The staffs are specialized in their job and the banking activities are

interrelated. So, they worked as a team. Their team work, communication,

cooperation and coordination helped to carry out the activities effectively and

efficiently.

The bank sends its employees to various trainings and seminars to enhance

their knowledge and skill.

The staff is very much friendly and cooperative. There is trend of celebrating

birthdays of the staff that makes the work environment friendlier.

4.2 Issues and Problems

Following issues and problems has been identified:

Employee turnover:

It was seen that the bank is unable to retain its employees. As per the knowledge of

intern, many of the employees left the job and the bank had to go for recruitment and

selection time and again. Employee at the lower posts seems to switch to other

organizations and due to their growth opportunity.

Lack of employee

It has been found that the employees in the HR department are very less. Only three

people are handling the matters of more than 680 staff. There is very much work load

in the department. The officer has to do everything on their own.

Lack of Space

The problem seen in the HR department is unavailability of space to store their files

which are very much confidential. The drawers that have files are also damaged and

the locks aren’t working. There has to be done something immediately to properly

care the data and files of the department. There is chance of files being lost if this

continues in the future.

4.3 Professional Skills Learned

The tenure of internship in HR department of NMB Bank was full of new experiences

for the intern. The intern got opportunity to learn from every activity she performed.

She got chance to be familiar with the recruitment process in the bank and all the

matters about staff be their leave or loan process are how dealt upon.

Communication Skills

The intern had to deal with different kinds of people and handle calls during the

internship period. She had to arrange the schedule by calling the candidates for exams

and interviews. This enhanced the communication skills of intern. She is more

confident in handling people and communicating with them.

Work under pressure

One of the skills that intern acquired was to work under pressure. The HR department

dealt with people that involve a lot of follow ups in their works. In some days more

than two interviews and exams were to be scheduled that required proper planning.

One of the skills learnt from the supervisor is how to withstand the work pressure

given by boss or seniors and the staff and their matters.

Dealing different kinds of people

The intern had realized that each individual is different. They are to be understood

and dealt upon accordingly. Intern had to deal with different people with different

personality and attitude. This made the intern more professional in coordinating with

people.

4.4 Academic Skills

Apart from the above professional skills, numerous theoretical concepts that were

read in the course books were enhanced.

The recruitment and selection process

Roles played by HR manager

Organization culture

Functions of human resource department

HR activities

4.5 Lesson Learned

The internship period was really proved worthy and certainly was a great experience

and knowledgeable as it acquainted me with the real life scenario of the work. It has

developed some sort of confidence and commitment in developing the interpersonal

skills, professional qualities, and time management.

Practical knowledge is more important than the theoretical knowledge in sense that

once the people enter into real work setting, diverse situation, novel problems,

difficulties and challenges arises which makes the person more dynamic and feels him

with enthusiasm. Dealing with the complexities develops the interpersonal and

communication skills and further shapes our personality. Being an intern at leading

commercial bank like NMB has contributed the Intern’s personality as well as career.

As an intern, the internee had the opportunity to learn many thing regarding banking

sector and the working processes of NMB. The internee has learned the importance of

interpersonal skills and the need of accuracy and effectiveness in the working

procedure. Moreover, willingness to learn and taking initiative is essential to gain

comprehensive knowledge about the work.

The intern learnt following lessons from the internship at the human resource

department of NMB Bank Limited:

Employees are the asset of the organization.

The best way to motivate employees is by challenging them with newer

responsibilities.

The intern learned about the methods undertaken to hire new staff.

Employees are to be dealt upon very patiently and listen to their each kind of

query or problem.

Hiring people can be influenced by some external factors (like referrals) these

should be minimized and handled properly that benefits the organization.

Every matter in the human resource department is very much confidential and is

handled in the same manner.

Walking with time is very much essential in work life.

A person should be able to manage his/ her personal and professional life.

4.6 Methodology

The internship program is conducted with a view to gaining valuable work experience

and having an edge in the job market by applying classroom knowledge. Exploratory

and descriptive study was used to prepare the internship report. Both primary and

secondary data have been used as sources of data to collect the data.

Primary Source of Data

Observation of working environment and behavior of employees.

Interaction with client and employees.

Secondary Source

Website of the bank

4.7 Observation Gap

I realized that what we have been learning things that have been written in bulky

books and what is taught in the classroom is very much different than what actually

works or happens in the real work setting.

Various selection processes have been learned in the classroom. But in actual practice

at NMB bank all these steps are not applied and only few are picked for the selection

process. These include application blank, paper pencil test and panel interview and

group discussions for very less. But if other processes are also applied even though it

may take a lot of time and more money as the selection process is standard then the

candidate selected from the selection procedures will have high overall organizational

competencies and will prove as an asset for the organization.

Appraisal is very important part in the management of human resource in any

organization. It is through which the work of employees is evaluated and then

necessary actions is taken including rewards and punishment. But in most of the

organizations it is found that the employees are not appraised properly which leads to

improper rewards, training and development efforts and ultimately dissatisfaction.

What I observed is that NMB Bank is also not following proper appraisal system. The

organization uses a single rater for the appraisal. Using a single rater may lead to

different rating errors like halo effects, central tendency, stereotyping etc. Bank also

does not follow measures to eliminate these errors.

CHAPTER FIVE

SUMMARY AND CONCLUSION

5.1 Summary

The internship program for the students of Master of Finance and Control was

designed to enhance their understanding of the real working environment that would

help them in their future endeavor. Working as an intern in NMB Bank limited for ten

weeks taught intern a lot about the professional career and outer world. The working

environment is not as comfortable and easy as sitting in the classroom and studying.

People and work are dealt upon that happen to be very much spontaneous. Different

situations arise where one should act rationally and should be able to handle the

decisional matters too. These things are surely known and understood by the intern by

her working tenure in the bank.

As a student of management I worked as an intern in NMB Bank limited in the

Human Resource Department. It was a great experience to be a part of the department.

The tenure of ten weeks has been a learning experience. I am a more confident

individual who is able to handle people and work. It has taught me to speak politely. I

have observed the corporate culture in the organization and is now able to act

accordingly.

Human Resource Department deals with people. The internship period has surely

enhanced my communication skills as I had to communicate with various people of

different backgrounds. I learnt people are to be handled according to their nature

because each individual has different perspective and outlook toward everything. Any

organization succeeds with the collective effort of every individual involved in it.

5.2 Conclusion

During the period of internship in NMB Bank Limited and the preparation of this report, the internee got the opportunity to learn a lot about the Human Resource Department and the overall bank itself. Prior to this experience the internee’s knowledge of banking and the HR activities was very little and limited to books and the

theories learnt only. But through the internship program, the internee got the practical knowledge of the HR Department and its corporate culture. At NMB, Babarmahal the internee was cooperatively guided by all the personnel in the HR department who helped a lot in acquiring the knowledge and skills that would be very much helpful in the future.

During internship, internee has learnt many aspects other than the regular activities of the HR Department as to socialize with the people, to deal with the senior staffs, and to deal with the intern colleague to make the work environment friendlier. The internee has also learnt the importance of behavioral issues. The staffs are to be treated properly and friendly way for their full satisfaction. This will help the bank to achieve success by retaining them and avoiding any kind of grievances.

The tenure of Ten weeks of internship has been very enlightening for the intern.

Every single day ended up with teaching the intern a new thing. Performing internship at NMB helped internee a lot to gain knowledge about systems, manual works and the working environment of different department of the bank. As the intern had to go to various departments for staff related works, she could observe the work environment. The internship provided the intern with unique experience and

developed different skills. She learnt many more things that boosted her level of

confidence.

The intern was continuously guided and motivated by her supervisor Ms. Aastha Ojha

that helped her acquire in-depth knowledge about the HR department functioning.

After internship experience, the intern realized that there is a big difference in

learning things in the classroom and actually working in the organization. The tenure

of internship was definitely a great experience and introduction to the actual work

environment.

REFERENCES

www.nmb.com.np