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Introduction

In this document recruitment and selection of new staff for National Commercial Bank
(NCB) is discussed in detail. NCB is the largest bank in the Saudi Arabia with capital
more than 15 billion Saudi Real (Approx 4 billion USD). It is established in 1953 with
around 8 million USD. NCB is located in Jeddah in Saudi Arabia it has a large
number of human capital with more than '5399' employees associated with it (Alahli
Web site, 2011). In 1997, NCB was listed in the stock exchange before that it was as
general partnership concern (Alahli Web site, 2011).

In 1999, Saudi Arabia, obtained the largest share of the bank represented by the
Ministry of Finance. The CEO of NCB is Mr, Abdulkareem Abu Alnaser, in 2009
was recognised as the best banker in the world. NCB has '282' branches all of them
provide Islamic bank services. It has more than 2 million customers, which enables
NCB to use wide range of delivery channels to provide great service for its customers
such as NCB ATM, NCB online, NCB e-Pay, NCB Telephone banking, NCB e-
Corporation, NCB corporate banking, NCB domestic and International Brokerage
(Alahli Web site, 2011).

Since 1990s NCB is one of the pioneers of Islamic banking through its role of devised
the Islamic alternative to many traditional products and services. NCB is the largest
manager of financial assets in the Arab region and it is the first provider of mutual
funds in the kingdom (Alahli Website, 2011).

Last year, NCB is recognised as best local bank in private banking from Euro-money.
NCB has been awarded as the best Bank in Saudi Arabia from 'EMEA' Finance
magazine. In 2009, the bank won is awarded as the most prominent contributor for the
development of Islamic Finance in cooperation with UK Trade & Investment and the
London Stock Exchange (Alahli Website, 2011).

Overall human resource strategy of NCB

NCB goal is to be one of the globally leading banks in the private banking industry
which provides optimum financial solutions using its efficiency in technology and
human resource (Alahli Website, 2011). Currently NAB human resource is focusing
on the below listed functionality of a single or group of HR functions.

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Strategic human resource planning

Performance management
Applicant Tracking
Recruitment system
Training and development
Long-term approach towards development and growth
Nature of the process or projects
Human resources forecasting and planning
organizational performance and development and
Succession planning

This is achieved by facilitating and developing the business and human resources
strategic plan, evaluating and aligning human resources activities with core business
strategies, developing succession planning and emerging leader programs. With this
internal situation of NCBs human resource it should focus more on the organisational
need to enhance its position by paying more attention to its employees by providing
them training and development. An organization needs to identify specifically what
area of training is required in the organization (Smith, 1992).

NCB human resource strategy is to have a good work atmosphere as a resulting by

excellent training with professional managements and employees. NCB at present has
induction program which is meant to be the training and development. They also
need to develop its employees technical ability by extensive training programs.
Training program is the first and the last chance for employee to make sure they are in
the right track (Frost, 2002).

In the latest decades, the process of managing people in NAB has become more
formalized and specialized. Many of the old performance appraisal methods have
been absorbed into the concept of performance management, which tends to be a
more extensive and comprehensive process of management which has ultimate aims
for the higher productivity of the organization.

The philosophy of NCB is to meet the financial needs of its clients so this
organisation needs workers on the high skills to be able to serve its customers' in

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professional way. Critical incidents and attitude surveys help employees improve their
performance need of doing a good job (Smith, 1992). Indeed, to make that, NCB need
to develop the intelligence in its employees to be in high level of dealing with
financial issues, knowledge, skills and ability to achieve the organisation goal
(Werner & DeSimone, 2009).

Literature review

Training is the most important strategies for organizations to help employees gain
proper knowledge and skills needed to meet the environmental challenges (Goldstein
and Gilliam, 1990; Rosow and Zager 1988). Organizational leaders most often are not
clear about what they want from training and therefore fail to connect training with
the overall organizational goals and strategy.Human resource strategy in NCB is to
have highly qualified employees to enhance organisation ability to be number one in
the financial market around the world. NCB can achieve this by developing a good
training unit with in the bank or by outsourcing the training. The training unit, in a
successful program, understands the organizations strategic direction and can design
and implement a creative way of moving people in that direction (Isiaka, 2011).

There is a need of psychological training at the banks since banks operate at the
international level there is a lot more chances of friction, lost productivity, turnover,
lawsuits, and other problems that result from employees who do not get along with
each other because of differences like race and gender (Lunt, 1994). This is causing
many banks to install diversity management and training programs (Lunt, 1994). In
regards to this NCB HR department should focus on employee training and
developing not only to increase their skill set but also as a tool to reduce conflict and
increase the productivity.

NCB needs to determine the need for training, and examines the type and scope of
resources needed to support its training programs to ensure the success of these
programs for its workers (Cekada, 2010). Assess the needs of training is important for
any organisation, here in the NCB they need to identify weaknesses in their
employees and focus on trying to overcome those difficulties faced by workers to

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increase the level of the organisation in what expected in each strategy plan (Cekada,
2010).

According to Daniels (2003) training in general which is regarded as the luxury of an

organization which can be taken at any point of time when the firm has sufficient time
and capital available is wrong. Daniels suggests one to think of training as remedial,
as a matter of shoring up weak employees or fixing problems. NCB which works in
an environment of time bound has to consider this as a serious issue in making their
employees available for the training as an when they need it rather delaying it in
search of the free time slots.

The training unit, in a successful program, understands the organizations strategic

direction and can design and implement a creative way of moving people in that
direction (Isiaka, 2011). NCB should understand its corporate objectives and goals
before any training program and they should modify the training in accordance to the
corporate objectives. Training which has an objective which is different from that of
the firms objective is contradictory and results in the goal conflict.

According to David Kolb, learning process is not same for all people and they use
different style of learning in specific situation, hence NCB should consider this in its
training delivery model so that it offer different methods of learning for its employees
such as e-learning, intranet and continue training etc. E-learning in an organization
increase the employee participation rate (Werner & Desimone, 2009).

According to Caudron (2000) highly motivated trainees possess more willingness to

learn new skills. This proves that motivation is important to encourage employees to
have positive result of their training. NCB should emphasise on motivation as one of
its strategy to develop its employees and contribute in achieving the bank goals of
being the best bank in the world (Alahli, 2011). NCB need to pay more attention to its
employees by motivating them and this is a principal of adult learning (Galbraith &
Fouch, 2007).

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An organization need training to develop its employees knowledge, skills and abilities
(KSA) to be able to achieve the goal (Nankervis, Comption & Baird, 2008).
According to Swon (2005) having training programs by different modes such as face
to face, by using electronic mail , intranet and corporate video increases the reach
(Sowa, 2005).

NCB can take advantage of the Intranet mode of training as it is convininet to reach
the employees at their free time. For instance, through this mode one can deliver
many training modules with selective information which is closely related to the
employee cadre can be effectively delivered. As a result, they can read the content
during their spare time or they can print out what they want to read it in their free time
outside of job (Banck & Nystrm, 2005).

Applying this new method in Qantas provide a great opportunity for its employees to
learn from their space and developing themselves which will contribute making extra
profits for this organisation. Online learning is fun for workers which will help them
to absorb the information more quickly (Training Press Releases Website, 2011).

Training should be translated into organisation goal which means the company will
pay money for these training programs so logically it must be there benefits of these
training and development to the organisation outcome. NCB defiantly will have a
great output of using the technology in its strategy of new training programs (Werner
& DeSimone, 2009).

Intranet useful for any organisation and here NCB can create intranet for its workers
and this intranet should be include different themes and one of them is employees
training program. It may have operation training program by descript the bank system
for employees and it might be available for them to go back to it when they need it.
For example, it is useful for new employees to have this opportunity to learn through
the intranet as well as it has benefit for that employee who came after vacation to
refresh their information of using the bank system (Banck & Nystrm, 2005).

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Intranet has opportunity for trainee to learn by discussion groups and this method
important in many international universities around the world as a basic method to
learn (Banck & Nystrm, 2005). In the University of Tasmania there are discussion
group through Mylo which is gate for leaning online by asking and receiving the
answers from the unit group (University of Tasmania Web site, 2011). NCB will has a
great benefit of using this method between its employees one of these profits the
experience staff will help the new workers by the discussion via the NCB Intranet.

The Bank can cooperate with the experienced of its staff to assist the Human
Resources Department for training new staff. These employees have extensive
experience in the bank and they are able to deliver the bank concepts to the new
employees in the best way. In addition, this method will reduce the expenses of the
bank's training program rather than bringing trainers from other training companies in
some cases these trainers may not be qualified to create new workers with new
strategies as NCB expected (Landale, 2004).

HRM should encourage their managers to spend more time with their employees to
train them and helping them to overcome their difficulty. In addition, managers
should be able to provide new skills for the employees when they need any
consultation (Linde, Horney & Koonce, 1997).

Giving employees opportunities to learn and train and giving them enough time until
to be professional as expected from HRM Department. That will make extra profit
for the organisations caused by the linking between employees and HRM working
together to achieve the company goals (Linde et al., 1997).

It is great from NCB HRM to create training program related to what they see
excellent for their employees. However, it should be there opportunity for employees
suggestions by sharing their opinion of what training program they need to improve
the job task and what the suitable time for each program (Linde et al., 1997).

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The importance for HRM training department is to look to staff welfare. NCB HRM
should make a great fit between employees and their tasks. The bank should not only
focus on doing the task by the employees without looking to their feeling but also
should ensure of confidant for the employees when they do the performance (Linde et
al., 1997).

Implementation:

According to adult learning theories adult learning are self-directed. To enhance self
learing NCB should concentrate on the different methods which facilitates self
learning such as e-mails, video recordings on intranet, dedicated portals for e-
learning, (Galbraith & Fouch, 2007).

NCBs objective of training to its employees is to add value to them. NCB should
know what its employees are willing to learn, their knowledge level and their abilities
to respond for training. Successful training programs are always followed by
evaluation, hence NCB should be able to monitor its training by evaluating it time to
time to ensure values for its employees (Werner & DeSimone, 2009).

Successful training is possible with face to face interaction which is planned well in
advance. Even though there are many other modes of learning face to face interaction
is non-substitutable due to its higher degree of impact. For a training to be successful
both the audiences and the trainer should plan their actions well in advance, this is
possible by letting the audiences know the action plan of the training prior to the
training. Trainer who holds the equal responsibility should be well prepared as what
to deliver in the training (Chaudron, 1995).

HR strategy of training sees that the participation is an important part to have a

positive result of the training program (Chaudron, 1995). In addition, Reward is an
important issue at any training program so HR strategy should consider on rewarding
employees to encourage them to have the advantages of the training (Chaudron,
1995).

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NCB can deliver training for its employees by using storable means like CD-ROM or
DVD which helps employee to reuse the training material when necessary (Romei,
1995). Indeed, E-mail is another important as a free connection between employees so
they can learn from each other by sending inquiring and receive the answers (Bacelar-
Nicolau, Caeiro, Martinho & Azeiteiro, 2009).

Change in employees behaviour is a sign for successful training. After all these
change in NCB training strategy the HRM expect a huge rise in its employees
knowledge and skills (Fitzgerald, 1992).

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List of References

Alleyne, C. & Kakabadse, A. & Kakabadse, N. 2007. Using the HR intranet;

an exploratory analysis of its impact on managerial satisfaction with the HR
function. Personnel Review, 36 (2): 295-310.
Bacelar-Nicolau, P. S. & Caeiro, A. P. & Martinho, U. M. & Azeiteiro, F.
A. 2009. E-learning for the environment: The Universidad Alberta
(Portuguese Open Distance University) experience in the environmental
sciences post-graduate courses. International Journal of Sustainability in
Higher Education, 10 (4): 354-367.
Banck, B. & Nystrm, C. A. 2005. Intranet use: a study of five Swedish
organizations. Journal of Organisational Transformation & Social Change,
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Cekada, T. L. 2010. Training needs assessment. Professional Safety, 55(3):
28-33.
Chaudron, D. 1995. Training tips: Avoid the training hammer. HR Focus,
72 (7): 12-13.
Fitzgerald, W. 1992. Training Versus Development. Training &
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Frost, M. 2002. Creative new employee orientation programs. HR Magazine,
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Galbraith, D.D. & Fouch, S.E. 2007. Principles of adult learning.
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Landale, A. 2004. Old dogs, new shape: top training for Sage channel delivers
results. Training & Management Development Methods, 18(2): 419-422.
Linde, K. V. & Horney, N. & Koonce, R. 1997. Seven ways to make your
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Nankervis, A. & Comption, R. & Baird, M. 2008. Human resource
management: strategies and processes, 6th edn. Ohio: Cengage Learning
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http://www.alahli.com/EN
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