Sahar Naeem
Saima Bilal
Robina Taj
04-arid-142
06-arid-123
Shabnam Mushtaq 06-arid-202
06-arid-119
Tahira Tabassum 06-arid-151


Introduction to National Bank of Pakistan

Human Resource department at NBP

Organizational chart of HR department

Human Resource Planning and Forecasting

Employee Recruitment & Selection

Training and Development

Performance management

Employee compensation and benefits


NBP was established in 1949 under the National Bank of
Pakistan Ordinance and was owned by government at that time

Acted as an agent of the central bank wherever the State
Bank did not have its own branch

NBP got privatized in 2002 and now it is owned mutually by Abu Dhabi based foreign consortium and Government of Pakistan

It is the only bank in Pakistan's financial sector that caters for all type of financial needs of the customers as well as the State

It is the only Pakistani bank with multinational status

NBP has 1200 local branches, 18 overseas branches along with international banking ventures in Kazakhstan and UK


At start there was no concept of manpower planning in NBP


1.
2.
3.

Main purposes of this culture change process were:
Transformation of NBP from service organization to service/profit earning entity
Introduction of technology based infrastructure eliminating old manual ledgers
Induction of highly educated and professional employees in the bank through all Pakistan open merit written examination conducted by
Pakistan Banking and Finance Services Commission
For this purpose a separate Group has been created in the bank to handle HR matters It is called Human Resource Management and
Administration Group and it is presently being headed by Dr. Mirza
Ibrar Baig.


Provide more talented Human Resource in all NBP functional areas in relation to competition

Keep all the employees motivated and maintain total industrial harmony
NBP believe that:




People make the organization
People collectively yield results
People have ambitions and aspirations to be distinguished and rewarded
People form the human capital to be developed and invested in

Coordinator
Institutional
Discipline
Wing
Legal Affairs
President
Organizational Chart of HR department
Dr. Mirza
Ibrar Baig SEVP /
HR Group
Secretary
OD&T Wing
Industrial
Relation Wing
Personnel
Administration
Recruitment &
Selection
Staff Loans &
Welfare
HR Policies &
Project
Regional HR
Chiefs at RHQ levels


HRP is the process of analyzing organization's human resource needs in the light of organization's objectives, corporate and business level strategies.
It includes: a.
b.
c.
d.
e.
f.
Developing plans, policies, and systems to satisfy HR needs
Setting human resource objectives and deciding how to meet them
Ensuring HR resource supply meets human resource demands
Comparing forecasts of demand and supply
Planning the actions needed to deal with anticipated shortage or overages planning process

NBP is employing about 100 young MBA's every year to meet its present as well as future needs

Human Resource Planning and
Forecasting (cont..)

Interfacing with strategic planning and scanning the environment

Taking an inventory of the company's current human resources

Forecasting demand for human resources

Forecasting the supply of HR from within the organization and in the external labor market

Human Resource Planning and
Forecasting (cont..)
1.



Organizational features (e.g., staffing capabilities)
Productivity - rates of productivity, productivity changes
Rates of promotion, demotion, transfer and turnover
2.

External labor market factors (retirements, mobility, education, unemployment).

Controllable company factors on external factors
(entry-level openings, recruiting, compensation).

Human Resource Planning and
Forecasting (cont..)

Sales and production forecasts

Effects of technological change on task needs

Variations in the efficiency, productivity, flexibility of labor as a result of training etc

Changes in employment practices (e.g. use of subcontractors or agency staffs etc)

Variations, which respond to new legislation, e.g. payroll taxes or their abolition, new health and safety requirements

Changes in Government policies

Factors affecting NBP’s portfolio for e.g. Competitors

Forecasting as a Part of Human
Resource Planning
Choose Human Resource
Programs
SUPPLY
FORECASTING
Determine
Organizational
Objectives
Demand
Forecast For
Each Objective
Internal Programs
 Promotion

Transfer
 Career
Planning
 Training

Turnover control
External Programs

Recruiting

External
Selection

Executive
Change
Aggregate
Demand
Forecast
Does
Supply
Meet
Demand?
YES
Go Feasibility Analysis Steps
NO
Internal Supply Forecast External Supply Forecast
Aggregate Supply Forecast

Recruitment of staff is preceded by:
1.
2.
3.
Job analysis
In the case of replacement staff a critical questioning of the need to recruit at all (replacement should rarely be an automatic process)
Use external expert consultants for recruitment and selection
4.
5.
6.
Equally organization may seek help from 'head hunters', to recruit executives
Recruitment and Selection should screen for suitability of applicants as poor selection costs a lot even for the mundane day-to day jobs
NBP strictly follows merit policy for recruitment and selection of employees in the bank

Advertising
Personality Test
Recruitment &
Selection
NBP recruitment process
Bank Sources
Institute of
Bankers Pakistan
Evaluation Criteria
Interviews
Background
Checks

1.
1.
2.
3.
HR Group Head Office Karachi
All the Groups in NBP
Regional HR Wings
Special products divisions
2.
Industry
Educational institutions
Institute of Bankers in Pakistan


As per requirement of the bank, the HR group circulates details of all the vacancies in all the branches through Regional HR Departments

Applications are screened of internal applicants and suitable candidates are called for interview after scrutiny

Advertisement in Media
Applications, CV’s from Prospective Candidates
Shortlisting at HR group, Head office Karachi
Call Letter for Written tests by IBP
Shortlisting and Call Letter for Interviews
Selection of Candidates from Interviews
Job Offer Letters , Orientation and Training of Successful Candidates

1.
4.
5.
2.
3.
Management Trainees
Professionals
MBA lady officers
Customers Facilitation Officers
Cash staff


Training is the systematic development of the attitude, knowledge, skill pattern required by a person to perform a given task or job adequately

Development is 'the growth of an individual in terms of ability, understanding and awareness'

1.
Develop workers to undertake higher-grade tasks
2.
3.
4.
5.
Provide the conventional training of new and young workers (e.g. as apprentices, clerks, etc.)
Raise efficiency and standards of performance
Meet legislative requirements (e.g. health and safety)
Inform people (induction training, pre-retirement courses, etc.)
6.
From time to time meet special needs arising from technical, legislative, and knowledge need changes.

Training need assessment (TNA)
Keys factors affecting training needs assessment are:
Defining Gap: Between Current and Desired Performance
2.
Structure of training needs: Whether Organizational
Performance, Individual behavior and performance or
Overall competence needs to be improved
3.
Needs Level in an Organization: a.
Individual needs like knowledge, skills, attitude, performance etc b.
Group needs like teams, groups, needs of group as a whole c.
Organizational needs like environment, competitors, peers, etc
4.
Quantitative/qualitative a.
Problem identification & analysis


It is based on TNA of an employee

Special training programs are arranged by
Organizational Development and Training Wing headed by Executive Vice President Mr. Muhammad
Hanif at NBP

OD&T Wing formulates education and training programs for all levels of employees from executives to lower management

NBP has various Staff colleges across Pakistan for this purpose

1.
6.
7.
8.
9.
10.
2.
3.
4.
5.
Know your customer & Anti Money Laundering
(KYC, AML)
Basic Foreign Exchange
International Banking
Credit Risks and how to counter Risks
Frauds/ Forgeries detection and prevention
New Account Opening
Employees Communication Programme
MS Office courses
Management Courses
Annual Appraisal Formats

5.
6.
7.
8.
1.
2.
3.
4.
Work shop
Dialogue Sessions
Quiz Programs
Lectures by NBP resource persons or professionals from other institutes
On job Training
Tours of Trainees to different offices
Seminars
On spot training by visits of resource persons to the respective regions


Necessary because it improves organizational performance via improving individual performance

It identify individual potential, what can be done to get better results from individual skills

Helps in Appraisals and Promotions

Category
Business
Operations
Compliance
Credit
HR
Standards
Targets for Deposits, Advances, Profits,
Business Volume, Import/Exports, New
Products
Operational matters like Internal workings,
Complaints and complaints handling Staff positioning , Customer care, Follow up of procedure, Prudential Regulations , KYC,
AML
Audit, Audit category, Audit irregularities and their rectification, Compliance of audit manual, Compliance of procedures, SBP/
External audit
Credit procedures, Credit formalities, Legal issues, Export handling documents, FIM creation, SBP Prudential Regulations
HR Issues, Training and Development,
Training needs assessment, Transfers & postings, Disciplinary cases, Frauds/ forgeries handling, Industrial relations


NBP has was using old ACR system for employees evaluation until 2004 when Performance based
Appraisal system was launched by HRM in NBP

According to this system employees are assigned
SMART job goals at the start of the year then mid year and final evaluation is made at the end of the year on the basis of these set targets

Further employee evaluation is done by his immediate boss regarding his motivation and behavior, then employee report is prepared with his consent to eliminate biasness

These reports provide basis for employee appraisals, promotions and training need assessment


Gives motivation to employees, help retain good staff, and encourage employees to give their best

Employee compensation and benefit rules are decided by government along with market mechanism

Good Employment Benefits in NBP ensure minimum turnover rate

Employee compensation and benefits (cont…)

At present, salary structure of NBP employees is much better than its competitors. Besides basic pay, following allowances are also paid to employees irrespective of their grade or scale


House Rent Allowance (50% of basic pay)
Conveyance Allowance (minimum 90 liters of petrol to clerical staff, 120 liter OG-III, 130 Liters OG-II, 140 to
OG-II, 240 TO AVP and so on.)




Utility Bill Allowances
Education Allowances
Medical Allowances (for medicines)
Maternity Allowances

Employee compensation and benefits (cont…)

They are awarded for extraordinary counter service or adopting precautionary measures to prevent frauds/ forgeries

Every year, best performers are awarded with cash awards ranging from Rs. 100,000/-to Rs. 500,000/- depending on the grade of the employee

Mostly managers are benefited from this award to motivate them for procuring more business

Employee compensation and benefits (cont…)

Employees (AVP and above) get annual increase in their basic pays depending on their performance, cost of living with increase rate varying from 4% to 17%

All other employees get their annual increase as per rate announced by the Head Office irrespective of their performance

However from the year 2009, concept of "Pay for Performance" is implemented in NBP for all the officers and executives

Loan Facilities

Motor Cars for Branch Managers

Promotions

Factors affecting the employee job changes are:
Specialized Assignments
Specialized Work Force
Introduction of Special Products
Transfers: maximum period for an employee to stay at one place is three years in NBP
Separations
Terminations
Resignations
Retirement


1.
2.
3.
4.
It is based on the policies of the organization keeping in view following factors:
Resources
New developments
New products
New policies
5.
6.
7.
8.
Motivation
Promotions
New employments
NBP always stresses the need for career management due to its ongoing development and progress to meet the requirement of competitive environment prevailing in the banking sector


NBP is the employer of choice

The whole NBP family comprises of committed and dedicated members with passion to serve in their respective functional areas

The Bank has challenging work environment where merit and performance help the individuals to explore their true potential

NBP is a caring employer which enables the employees to excel and grow in highly congenial employment conditions and culture