Professional Documents
Culture Documents
Group members
Sahar Naeem Saima Bilal Shabnam Mushtaq Robina Taj Tahira Tabassum 04-arid-142 06-arid-123 06-arid-202 06-arid-119 06-arid-151
Contents
Introduction
Human
Organizational Human
Employee Training
Performance Employee
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
At start there was no concept of manpower planning in NBP But after the privatization of NBP massive programme was launched by new leadership to introduce a Culture Change in the organization 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.
1. 2. 3.
HR Mission
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 Values
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
President
Coordinator
Secretary
Legal Affairs
OD&T Wing
Personnel Administration
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 Feeding back HR information into the strategic planning process
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
1.
External labor market factors (retirements, mobility, education, unemployment). Controllable company factors on external factors (entry-level openings, recruiting, compensation).
Variations, which respond to new legislation, e.g. payroll taxes or their abolition, new health and safety requirements Changes in Government policies
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
Equally organization may seek help from 'head hunters', to recruit executives 5. Recruitment and Selection should screen for suitability of applicants as poor selection costs a lot even for the mundane day-to day jobs 6. NBP strictly follows merit policy for recruitment and selection of employees in the bank
4.
Advertising
Bank Sources
Evaluation Criteria
Personality Test
Interviews
Background Checks
Sources of Candidates
1.
Internal Sources
HR Group Head Office Karachi All the Groups in NBP Regional HR Wings Special products divisions
2.
1.
External Sources
2. 3.
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
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'
Develop workers to undertake higher-grade tasks 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.)
3. 4.
5.
6.
Training Process
Training need assessment (TNA)
Employee development
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
4.
5. 6. 7. 8.
9.
10.
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
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
Performance management
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
Performance reports
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
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
are awarded for extraordinary counter service or adopting precautionary measures to prevent frauds/ forgeries
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
Annual Increase:
Employees
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 from the year 2009, concept of "Pay for Performance" is
Motor
Promotions
1. 2. 3.
4.
5. 6. 7.
8.
Conclusion
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