Why NCB?

At the core of NCB’s success, and its ambitions for growth, is the importance of employees – our human capital.

NCB stresses the importance of the recruitment process. The Bank follows a methodology to ensure that hiring is based on two main criteria: a needs basis using assessment of future human resource requirements; and a competence basis. Within this framework, NCB strongly supports efforts to equip Saudi nationals with the skills, knowledge, experience, and opportunities needed to enhance the quality of the Saudi workforce, as well as its own workforce. This concept of national human resource development is also a regulatory requirement of the government, referred to as Saudization. The minimum regulatory level of Saudization for the banking sector is 70 percent, which NCB significantly exceeds, having achieved 88.75 percent in December 2009.

NCB’s focus on Saudization and hiring qualified Saudi nationals is important to our employment approach. The Bank has won several awards for its Saudization efforts and leadership in this field.

In addition to its Saudization efforts, NCB attempts to hire, develop, and promote people to work within their own regions. This contributes to local economic development, while ensuring strong regional understanding and creating opportunity for increased diversity amongst executives.

Complementing the Bank’s lead in Saudization, we benefit from the participation, experience, and viewpoints of expatriates from numerous countries among the staff. Diversification within a strong Saudization strategy will become increasingly valuable as NCB expands regionally.

NCB believes in the fundamental principle of equal opportunity, non-discrimination, and diversity. Equal opportunity, in particular, is gathering pace in the Bank’s culture and we are determined that the standards we set in the Saudi market will retain NCB’s leadership position in employing women.

Healthy employees are productive employees, and NCB provides a range of benefits that address staff health and medical needs. The Bank’s medical insurance scheme covers employees, spouses, and children. During 2010 the Bank aims to partner with its medical insurance provider to offer an option for NCB employees to provide medical insurance to other specific relatives. The Bank also encourages staff to maintain good health, by providing talks, information, and testing for common ailments.

During 2009 an NCB Employee Service Center was opened in the Jeddah Head Office building. This center centralizes all employee service offerings under one hub, enabling NCB staff to benefit from these services in a more efficient and convenient way. Services include: government services, HR administration services, medical insurance services, travel services, and employee loans. Service Center extensions will be opened in Riyadh and Dammam during 2010.

All these efforts show NCB’s commitment to the development of its Human Capital as it continues to build on its role as the nation’s Employer of Choice.