Recruitment and Selection at NMB Bank Limited

An 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 Contents
INTRODUCTION..........................................................................................................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 LEARNED. 22
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.
1.

Department
Human Resource Department

CHAPTER TWO

Duration
2.5 months(10 weeks)

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 customers 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 countrys 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 banks competitiveness and market access, increasing the banks risktaking 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)

Ms. Shabnam
Limbu Joshi
Head (HR
Department)

Ms. Aastha Ojha

(Officer)

Mr. Shiva Ram

Bhattarai
( Officer)

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
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 banks 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 organizations 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 27 th 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 organizations 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
banks 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 CEOs and DCEOs 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 arent 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 Interns 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 internees 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