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Table of Contents
Summary ................................................................................................................................................... 2 Company Introduction ............................................................................................................................... 3 Mission and Vision Statement of Nation Bank of Pakistan ........................................................................... 4 Regional Head chart .................................................................................................................................. 5 HRM mission and values ............................................................................................................................ 6 Branch network and services ..................................................................................................................... 7 Board of Director ....................................................................................................................................... 8 Structure of HRM Department ................................................................................................................... 9 Employees Recruitment & Selection ....................................................................................................... 10 DE recruitment ........................................................................................................................................ 15 Sample of Job Specification and description ............................................................................................. 16 Training & Development .......................................................................................................................... 18 Job Evaluation.......................................................................................................................................... 21 Performance Appraisal & Development Plan............................................................................................. 22 Compensation and Benefits ...................................................................................................................... 24 Communication........................................................................................................................................ 25 Health and Safety .................................................................................................................................... 26 Labor Management Relations .................................................................................................................. 27 Critical Evaluation & Recommendations ................................................................................................... 28 Evaluation................................................................................................................................................ 29

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Summary
National Bank of Pakistan has an existing Human Resource development department, which operates to increase the existing skills of the people existing or coming in the organization, in order to achieve its objectives in a more efficient and effective manner. NBP has devoid two basic training techniques. First is related to the training and development of mid term plan, regarding new clients & middle level employees. Secondly, the training & development for long term plan, regarding the career development of higher level employees. BP applies on-job and off-job strategies to train its employees (middle & higher level).NBP training & development academy advises Job rotation to ensure & facilitate the producing of all rounder. The source of this assignment confirms the availability of the training plan at least 2 months before the commencement of New Year, in order to make it easy for the socializing and orientation of the new employees. NBP believes in pre-post training test for existing employees & post training test for new employees. The trainees will be required to submit back-home action plan, which will be followed up by the JNMDC/Staff colleges. These plans will help in evaluation and end use of training.

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Company Introduction
It gives me great pleasure to exchange a few words about the banks performance. NBP continued its journey of success based on our strategy of serving clients better. a company agile enough to take advantage of its unique domestic and international footprint, capitalizing on the largest balance sheet and customer base in Pakistan with high cross sell potential. Our standalone AAA rating (the highest in the industry), our ROE, which is amongst the highest in the Asian Banking industry, and our comfortable capital adequacy ratios, position us well in front of our competitors for future growth. Year 2007 was an outstanding year with the bank recording the highest profit in its history. Our wide range of product offering, large branch network and committed workforce are some of our fundamental strengths that enabled us to achieve exceptional results in a very competitive market. The pre-tax profit increased to Rs. 28.06 billion, an increase of 6.6% over last year. Earning per share jumped by over 11.6% from Rs. 20.88 in 2006 to Rs. 23.34 in 2007. Pre- tax return on equity stood at 45.9%, whereas pre-tax return on assets stands at 4.1% and cost to income ratio of 0.30 remained one of the highest in the sector. These results were possible despite the fact that NBP had to make additional provision of over Rs.3 billion as a result of withdrawal of Forced Sales Value (FSV).This year NBP also availed the offer by Government of Pakistan to redeem up to 10% of its holding in NIT units held by the bank under Letter of Comfort (LoC) arrangement, this sell off resulted in a Capital gain of Rs. 1.8 billion. Increase in pre-tax profit was achieved through strong growth in core banking income. Net Interest income increased by Rs. 3.5 billion (11.5%) due to better yields and volume driven growth spurred by increase in consumer loan portfolio. Dividend income and Capital Gains also made a healthy contribution as it increased by Rs. 371 million and Rs. 1,145 million over 2006 respectively mainly owing to higher dividends from NIT Units as well as Capital gains recorded on sell of 10% NIT Units. Advances increased by Rs. 25 billion due to impressive contribution by all business units. Deposits increased by a healthy Rs. 90 billion or 18% over last year. The bank's NPL provision coverage ratio also stands at an impressive 84%.

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Mission and Vision Statement of Nation Bank of Pakistan


Mission
NBP will aspire to the values that make NBP truly the Nations Bank, by: Institutionalizing a merit and performance culture Creating a distinctive brand identity by providing the highest standards of services Adopting the best international management practices Maximizing stakeholders value Discharging our responsibility as a good corporate citizen of Pakistan and in countries where we operate.

Vision
To be recognized as a leader and a brand synonymous with trust, highest standards of service quality, international best practices and social responsibility.

Corel Values
Highest standards of integrity Institutionalizing team work and performance culture Excellence in service Advancement of skills for tomorrows challengers Awareness of social and community Value creation for all stakeholders

Goals
To enhance profitability and maximization of NBP share through increasing leverage of existing customer base and diversified range of products.

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Regional Head chart


Regional Head

GM. HR

GM. Opration

GM. Business

HR Depart.

Opration Depart.

Business Depart.

HR Manager

Opration Manager

Business Manager

HR Staff

Opration Staff

Business Staff

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HRM mission and values


HR mission
Provide more talented Human Resource in all NBP functional areas in relation to competition keep motivated all the employees and maintain total industrial harmony

HR Values
We believe that; People People People People make the organization collectively yield results have ambitions and aspirations to be distinguished and rewarded form the human capital to be developed and invested in.

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Branch network and services


National Bank of Pakistan (NBP) provides services through 1286 branches in Pakistan and 23 branches in overseas with more than 120,000 employees. National Bank of Pakistan (NBP) is the only Pakistani bank to have representative offices in Canada, China and Uzbekistan. The economic potential of these locations is enormous. National bank of Pakistan (NBP) was the first international bank to open its branch in Kabul in October 2003. The chart elucidates the broader working scenario. Head office at Karachi plays as a central point. Administratively working of the bank is divided into groups. They are subdivided into wings. The area of operation is divided into 45 regions.

Branches
Domestic Branches 1286 Regional office 29 regional offices 203 online branches 8 Islamic Bank Overseas Branches 23 overseas branches 10 representative office 1 subsidiary 1 joint venture

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Board of Director
1 2 3 4 5 6 7 Dr. Asif A. Brohi Chairman Board, President Mr. Tariq Kirmani Director Mrs. Haniya Shahid Naseem Director Mr. Aftab Anwar Baloch Director Mr. Shahid Aziz Siddiqi Director Mr. Zahid Hussain Director Mr. Zahid Hussain Director

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Structure of HRM Department


HRM Process in the Organization:
National bank of Pakistan has existing human resource department, which operates to: Increase the skills of the existing employees New recruitment and hiring in the organization

HRM system consist of following activities:


Recruitment & Selection Training & development Compensation & benefits

HR Planning and Forecasting:


Determine the organizational goals Scan the organizational environment Set strategic goals Formulate the strategic plan Course of action is designed

Steps of planning process in NBP: Determine the objectives Define required skills to meet the objectives Determined additional human resource requirement Develop action to meet the anticipated human resource needs Forecasting: Zero Barrier Forecasting Bottom-Up Approach Use of Mathematical Model Simulation

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Employees Recruitment & Selection


Job analysis
Analyzing the job in (NBP) is done by the Human Resource Department. They develop the job description related to different departments regarding their duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities. Once the job description is prepared, restructuring in the job is done based on the observations of the seniors.

Job Description
JOB TITLE DEPATMENT LOCATION SCOPE Chief Accountant Account & Finance Head office To maintain all accounting records To assist the audit team

Main duties and description To supervise and maintain all the accounting records of the organization. To provide direction to all the juniors and assist them in maintaining the records. To assist the audit team in examining the accounts to make a report. To conduct an internal audit quarterly. To prepare and maintain the departmental records and make a report. To prepare the costing records of departments. To report all the activities to accounting manger. To under take any other responsible duties as may be required from time to time. To ensure the security of the office and all confidential documents is maintained at all times.

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Job specifications
Job specifications at NBP are different for different posts that are open at any given time. The minimum requirements for a position are as follows: Education Qualification: The minimum qualifications for recruitment to post in category I will be bachelors degree from University recognized by the Federal Government. This qualification will not be waived except in special cases by the higher authority. Age Limit: A candidate shall not be less than 18 years or more than 25 years of age at the time of recruitment in the banks service. Provided that higher authority in suitable cases may relax the upper age limits. Domicile: Candidates must be domiciled in Pakistan or Azad Jammu and Kashmir provided that the higher authority in special cases may waive this condition. Every employee will, on his appointment, declare his domicile in written form. Place on the domicile means the permanent home of the employee which may be his place of birth or any other place which the employee regards as his home.

Recruitment Plan
External Recruitment:
For the recruitment of competent individuals to fill in open positions, NBP advertises in local newspapers like the NEWS and DAWN.

Internal Recruitment:
Employees are recruited internally too once they have proven their worth to the organization. The individuals, however, must have a minimum working experience of one year.

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Selection
CV Screening and Short Listing Written Entry Test Initial HRM interviews Final Panel/ Group Interviews Selection and offer

Selection
Pre-Employment Job Application An applicant is provided with an application form, which gives out his personal details. National Bank keeps a record of this application before going for any selection process. This helps the company in finding out personal skills of a person, his expectations from the job and a few facts about the applicants experiences. This form starts from the name and date of birth of the person who wants to apply. Then it leads to the applicants qualifications and employment history. It gives the applicant the opportunity to state his present salary and what he expects from National Bank. This helps the employers in finding out if the applicants requirements match what national bank is willing to offer to the person for that particular job. In National Bank of Pakistan, the selection process involves the following steps: Initial Screening Employment Test Interview Background Investigation

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Medical Examination Permanent job offer

Initial Screening: The initial screening is done on the basis of applications received by checking if the candidates meet the minimum requirements for a particular job.

Employment Tests: National Bank of Pakistan take tests as far as their candidates are concerned to check there full abilities. These test judge the candidate according to his mental and cognitive abilities. The tests are of different nature like: Test of Cognitive Abilities These kind of tests include IQ tests, general and intellectual abilities, verbal fluency, vocabulary etc. These tests are generally conducted while recruiting executives and supervisors. Motor And Physical Ability Tests These tests include checking the performance of the employee usually working on the machines(computers) in operation department to check their reflexes and while working at their work place. Measuring Personality Interests Involves taking into consideration the personal interests and motivation of the person in his field.

Interview
An interview is the first face-to-face interaction between the candidate and the Banks representatives. The interviews are held in two stages: Preliminary Final A preliminary interview helps in recruiting the most probable candidates who could be called for the final interview. The interview is conducted by Senior Executives of the Bank. Interview is conducted as nonpatterned (unstructured) or open interview, executives put such question as, and they feel would make the candidate reveal his mind and his strong and weak points.

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Background investigations Background investigations are done by contacting the previous employers of the candidates and looking into their past records. Medical Examination: The Banks medical officer or any other authority specified by the bank in this behalf must declare every candidate physically fit. Probation: A candidate selected for appointment in Category I will be on probation for one year. The period of probation may be relaxed or dispensed with by the higher authority in suitable cases. Employee other than those in category I will be placed on probation initially for a period not exceeding six months at the discretion of the higher authority. On the satisfactory completion of the period of probation, an employee will be confirmed.

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DE recruitment
Termination of Employees Services of an employee in category I may be terminated by the higher authority on 3 months notice or on payment of a sum equal to his substantive pay for three months. Service of employees other than those in category I may be terminated by the higher authority on one months notice or on payment of a sum equal to their substantive pay for one month. An employee who absents himself from duty unauthorized or fails to report for duty within the period specified in the written notice issued to him shall render him liable to disciplinary action. Such notice shall require the employee to report for duty on or before the date specified therein which shall not be less than seven days from the date of receipt of notice by the employee. The written notice shall be dispatched by the registered post acknowledgement due to the last address on record of the bank. The bank reserves the right to dispense with the services of an employee who is declared unfit for service by the Medical Board specially constituted by the complement authority. The bank reserves the right of dismissing an employee without any notice if he is found guilty of misconduct, breach of trust or negligence of duty.

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Duty list of staff (for 2012)

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Duty list of staff (for 2012

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Training & Development


NBP has development group called organizational development and training group Four staff colleges are operating under this group in Lahore, Karachi, Islamabad and Peshawar The training is mostly carried through seminars , workshops and mostly on the job training At the time of the introduction of the employee he is given the initial training in Institute of Bankers of Pakistan (IBP). After that they are posted to their respective jobs. The training and development will happen in many time. There is no particular time for training and but when they need they organize a training and development session.

National Bank of Pakistan follows two forms of trainings


The employees are given training in the Training Room in the form of lectures. Firstly the employee is given the on-job training and then he/she is given the actual task to perform. NBP arranges summer crash courses for the employees. Job Rotation is done within the specific departments and not outside the departments. First is related to the training and development of new and mid-level employees Second is the training for long terms plans, regarding the career development of higher level employees Training types

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Training & Development

Course Design for Inductees

Training Need Analysis

Skill Gaps Analysis

Training Calendar Training catalog Training course module / schedule Out coming (Need Based) Feedback analysis Quiz competitions Short, Medium, Long terms workshops, seminars, courses Data Reportings Training Techniques Apprenticeship Training It usually involves assigning new employees to experienced workers or supervisors who then do the actual training. On-the-job-training Group discussions seminars and case sessions are important and a must for the trainees to participate and it is a continuous process. The training period is for nine months and those who excel in the training are rewarded with advance increments, which motivate the trainees to do their best. Training As A Continuous Process In NBP training is a continuous process. The changes in attitudes, behavior, leadership style and other individual trait do not come in a day or a week. The desired results in this direction are achieved gradually. The effects of training programs and participation in outside courses and

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seminars are to be judged over a period of time. The management is well aware of the fact that training is an essential part of human resource development in progressive institutions. At the end of 2005, 7353 employees (i.e..33% of total head count) were given extensive training in process, products, marketing and selling skills introduced with the assistance of American Institute of Bankers, Lahore University of Management Sciences and National Management Center. Development: National Bank of Pakistan is a large organization with many employees working in different departments of the bank. There are also development programs for the low level jobs for enhancing the skills of the employees.

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Job Evaluation
Job Evaluation means making decision about the wages and salaries of the employees on the basis of job analysis. In National Bank of Pakistan There are only one types of employees: Full Time Employees In National Bank of Pakistan they have predefined standards on which employees are awarded on the basis of their skill, knowledge and experience. The Full Time Working Employees are given salary on monthly basis were as the part time employees are given salary on the basis of the total hours they have worked

Welfare of Employees For the Welfare of the employees, the Management offers 24 scholarships every year to the children of Clerical and Non-clerical staff to support them to pursuer Post Matriculation studies up to MBBS or Masters level in Science, Arts or technical subjects. The management has also approved the Educational Stipend Facility for 100 children of Executives and officers to facilitate them to pursue Post-Matriculation studies up to MBBS or Masters Level in Science, Art or Technical Subject.

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Performance Appraisal & Development Plan


In performance management factor there are certain aspects about which Nation Bank takes special care, these are: Professional Knowledge Improving corporate culture Decision making ability Ability to visualize and plan Ability to act in emergent situation Ability to implement decisions Ability to guide and create team work Communication skills Customer relationship Acquaintance with technological improvement

Performance Evaluation: An employee do not has any right and access to the Annual Confidential Report (ACR). But he or she informed, so that he or she can rectify/improve his or her shortcoming if any After ACR paper work, it is enter into data base by HR On the basis of the evaluation, benefits are offered in term of promotion, reward etc. The performance appraisal process The whole appraisal process has been divided into two categories as under Appraisal by Objective (ABO) Appraisal by Ability (ABA) Appraisal By Objective (ABO) Results / achievements of individual employee (Direct report) are compared with the respective targets / objectives mutually agreed upon in the beginning of the year between the supervisor (Appraiser) and the employee (Appraise).

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Appraisal By Ability (ABA) The ABA process is concerned with subjective evaluation of Abilities based on Key factors like job knowledge, Communication Skills, Interpersonal effectiveness, initiative and flexibility. The ultimate objective of appraisal system is to bring pay for performance culture in the process or organizational development. Appraisal interview is taken by the department head only. Progress report is in the hands of the department head. Yearly appraisals of employees are done within June-July. Appraisals are done yearly but they can also be done at any time of the year by the department head on the basis of employees marvelous performance. Performance Appraisal methods used at NBP are: Graphical Rating at NBP: Through the graphical rating scale the head of the department rates the person according to the performance of his work, skill, knowledge, experience and also on his performance in the training programs. After the assessment according to the rating scale he rates the employee.

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Compensation and Benefits


Employee Benefits: National Bank of Pakistan benefits program is designed to attract, energize, reward and retain talented people who will produce superior business results and enhance their leadership position. They recognize the importance of a strong benefits program. Benefit Categories: For National Bank of Pakistan employees at corporate, division and region offices there are many benefits as: Medical and hospital facilities Free furnishing on having new home (managerial level) Provident fund Company vehicles are provided to employees Choice to get new car after five years Umrah packages are offered to employees Leasing facilities are provided to buy cars, motorbikes, etc Picnics are arranged once every quarter National Bank of Pakistan offer long-term benefits to its employees, like giving them multinational visas, etc.

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Communication
Instructions Mode Circulars Information President Direction

Surprise visits Means Colleges Meeting

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Health and Safety


A different type of compensations includes: Medical Insurance Sick Leave Vacations Provident and Pension Funds Promotions Overtime pay Profit sharing Travel/Meal/ Housing Allowances House and car loans Yearly 3 bonuses Performance award in cash Bonus on both EID

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Labor Management Relations


The society of labor is formed within NBP, which functions with the help of management, so form a good relation and provides: Immediate relief to any accidental causality Some benefits to on job decreased Arranges variety shows for the families of the employees Arrange educational funds or benefits for the employees

Unionism IRO HR policy Planning Welfare

Discipline

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Critical Evaluation & Recommendations


After critically evaluating the HR Functions of National Bank of Pakistan we recommend the following: Job Analysis information should be collected through structured questionnaire because it is a much more suitable method to collect job analysis information in an organization like National Bank of Pakistan. It is an inexpensive and efficient way to obtain information from a large number of employees. NBP is using job position source of internal recruitment but it should also use Rehiring as a source of internal recruitment because former employees are known quantities, and already familiar with the companys culture, style, and ways of doing things. This will also reduce the training expenses. The level of the services should be standardized in all the branches. The performance should be assessed through mechanical methods to abolish personal biasness. For the training purpose they should hire specialists who can train the employees to work in the team. Conflicts among the departments should be solved, which is causing problems.

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Evaluation
The details of the work carried out the all team members? The work has been done by jointly. The discussion carry out in the discussion room under the Group leader of current assignment. All the member participate actively. Assign the tasks and get the work from it and compose it in MS word. Every group member is hard worker. The overall discuss done for the assignment in detail e.g. the meeting carried out, the agendas of the meeting and decision taken in the meetings. The meeting and all the things are done in the library and in discussion room. In the first meeting aware about the we set our duties, in short said to be its a meeting in which we understand the take the task which done by group member and fix the 2nd meeting date. In the 2nd meeting get reported by every group member about his task what he done during this period and evaluate his work, after we will fix a meeting with HR manager Ghulam Abas (National bank of Pakistan Regional branch GRW) Get the information from them and included in to our project. The overall performance of each and every group member All the group member work very well. During whole project I help all my group member make them happy and motivated them toward the goad. They are very cooperative with each other and they follow the instruction given by me. If give them points out of 5 then the numbers are following which assign by their work not by their effort. Name Shuja ahemd Sikander Sajjad Butt Hassnain Basharat Usman arif Marks 3.6 3.6 3.5 3.4