RECRUITMENT AND SELECTION
The AB Bank recruitment process is a strict and rigid multi-step process based upon certain core principles used by the bank and its Human Resource (HR) division. When recruiting among the number of factors taken into consideration, Core Competence is given the highest amount of weight. Core Competence is the basic knowledge of the job and potential to maximize that knowledge. Other factors taken into consideration are adaptability, learning potential, ethics and integrity, and extra-curricular activities.
The first thing the firm observes is the CGPA of the candidates and applies a discounting factor on the CGPA of the candidates based on their universities. From there it is a two-step process, consisting of a written exam and a viva, which is conducted by a third party to ensure transparency. Furthermore, the firm does not allow any of its Board of Directors to take part in the selection process to keep away influence or unwanted manipulation. The HRD also takes in Parallel Recruitment in cases where it’s policy of “Promotion from Within” cannot be applied effectively.
TRAINING AND DEVELOPMENT
AB Bank provides job specific training designed to make employees more effective in their current job. The Bank believes that appropriate forms of training and enabling opportunities contribute to Human Resources Development (HRD) by way of upgrading the job skills, existing potentials and growth which benefit the employee and the organization. In every month minimum numbers of 40 employees among two batches are provided training. Organization provides orientation and foundation courses for probationary employees and advance or follow up courses. The selection criteria for training are based on the need of the firm and the deserving quality of candidates.
Types of training:
Internal: In-house training & on the job training.
External: