Nadra Report

Chapter 1
INTRODUCTION
National Database & Registration Authority (NADRA) has gained international
recognition for its success in providing solutions for identification, e-governance and
secure documents that deliver multi-pronged goals of mitigating identity theft, safe-
guarding the interests of our clients, and facilitating the public. In-depth NADRA set out
on the journey of Civil Registration of all Pakistanis in March 2000 and in a short span of
time NADRA’s team indigenously created a state of the art centralized Data Warehouse,
Network Infrastructure and Interactive Data Acquisition Systems to issue secure
Computerized National Identity Cards (CNIC). With the introduction of this new fool-
proof, comprehensive and highly sophisticated computerized system, NADRA has been
successful in reducing the identity theft to a bare minimum. NADRA prides itself on one
of the largest centralized databases in the world. This highly secure and intelligent
National Data Warehouse is the central hub of NADRA’s extraordinary strength and
growth in the last 8 years.
NADRA’s National Data warehouse hosts the data of over 96 million citizens and
runs various Transaction Processing, Business Intelligence and Decision Support
applications. Operating on international standards and models. NADRA proudly employs
a highly skilled workforce of more than 11,000 technical and management personnel,
National Database and Registration Authority Page 1

who contribute to register more than 96 million citizens and print more than 70 million
Computerized National Identity Cards. To achieve this gigantic landmark NADRA has
developed 365 Multi-biometric Interactive Registration Centers and deployed 189 mobile
vans to register citizens living in far-Flung flung areas with a motive to provide quality
service and comfort.
During this short span of time, NADRA has gained significant international
recognition. ID World, organizers of the ID Card & Electronic Passport Forum have
ranked NADRA as one of the World’s Top 50 Suppliers of e-Passport Technology for 04
years running.
1.1 NADRA’s Vision
NADRA having established itself as an industrial player of international stature
envisions to:
 Become a World Class, leading Solution Provider in all areas of Homeland
Security
 Develop Human Potential that is considered the best in the world
 Register all Pakistani residents/Citizens.
 Become a World Leader in Technology Development
 Attain ‘System Integration Excellence’ to implement and integrate proven, state-
of-the-art technologies to achieve specific business objectiv

1.2 NADRA’s Mission
To create and maintain a secure, authentic and dynamic database that
comprehensively covers the demographic, geographic, social and statistical aspects of the
citizens of Pakistan and provide to our own and foreign governments effective homeland
security solutions and assistance in good governance. We shall develop ourselves as a
“Learning Organization” in a culture that fosters creativity, innovation, commitment,
dedication, continuous improvement and a desire to excel by its employees.
1.3 Objective of Study
My objective to join NADRA was to see implementation of what I learnt in
theory during my two years of course work so that I may have good services insight as
well as practical applications.
I selected Human Resource department of NADRA Regional Head Office Multan
where I could learn the practical knowledge of Human Resource Policies.
I learned following things:
 Practical knowledge and Skills of Human Resource department.
 How much HR strategies are implementing in the organization?
 Factors, which are the cause of changing strategies.
 Scrutinize the results when we do not apply the theory of Human Resource
Policies.

 Effects of good coordination between employees.
 How we prepare the performance report and results of good planning.
Methods and implementing of polices, Promotion and recruitment and also
learned those strategic planning which make the work easy and helpful for achieving the
goals of organization.
1.4 Brief History
National Database and Registration Authority (NADRA) was established as
National Database Organization (NDO), an attached department under the
Ministry of Interior, Government of Pakistan in 1998. On 10 March 2000, NDO &
Directorate General of Registration (DGR) merged to form NADRA, an
independent corporate body with requisite autonomy to operate independently and
facilitate good governance. With the mandate of developing a system for re-
registering 150 million citizens, NADRA launched the Multi-Biometric National
Identity Card project developed in conformance with international security
documentation issuance practices in the year 2000. The program replaced the
paper based Personal Identity System of Pakistan that had been in use since 1971.
To date over 96 Million citizens in Pakistan and abroad have utilized the system
and its allied services to receive tamper resistant ISO standard Identification
Documents.

1.5 Legal Position
NADRA has been empowered under the President's Ordinance no. VIII of the
year 2000 to facilitate the registration of all persons in the establishment and the
maintenance of multipurpose databases, Data Warehouses, networking, interfacing of
databases and related facilities. Under the ordinance NADRA must ensure and provide
security, secrecy and necessary safeguard for the protection of data and information and
shall perform and exercise any other power as may be by entrusted to or vested in the
Authority by the Federal Government. NADRA is authorized to seek advice for carrying
out its work. It is further authorized to charge fees, and other sums for its services, to
carry out research studies, surveys, experiments and other investigations.
1.6 Nature of the Organization
NADRA is service organization provide quality of services as well as accurate
quality of data. The acquired data is beneficial for the betterment of Pakistan. National
Database & Registration Authority (NADRA) was established as a public sector
endeavor towards a better understanding of Pakistan and its people through the
systematic acquisition, evaluation, and interpretation of demographic and spatial
information.
NADRA started by registering citizens and issuing computerized national identity
cards, making use of the latest technology to assist its goals. Today, NADRA has made
technology its business. The organization owns the largest information and

communications technology resources in the country, with an IT workforce of more than
eleven thousand and the most modern communication systems owned by any single
Pakistani organization.
1.7 Management
1.7.1 Chairman
Mr. Tariq Malik was appointed as Chairman of National Database Management
Authority (NADRA) by the Government of Pakistan on 11th July 2012 while he was
already serving in the organization as Deputy Chairman. Four years ago, Mr. Malik was
voted to the strategic management role as Deputy Chairman by the board members of
NADRA after successfully leading the Network Directorate of NADRA as General
Manager. He also led NADRA Technologies Limited (NTL) in the capacity of the Chief
Executive Officer. Mr. Malik brings 20 years of experience in areas of strategic project
management of Technology, system analysis & design, software development and
business process re-engineering. This also includes strategic management experience in
implementing high profile citizen centric technology solutions in Pakistan, Kenya,
Nigeria, Bangladesh, United States of America, Canada, Germany and Bahrain.
He is well-known in the project and technology management sector as a
successful Chief Information Officer (CIO), Senior Consultant for information systems,
speaker, writer, trainer and researcher of information technology in the public sector.

Prior to joining NADRA, he worked as Chief of Technology in the largest county of the
State of Michigan, USA.
Mr. Malik received his Master’s Degree in International Management from Heidelberg,
Germany. He also holds M.Sc. degree in Computer Sciences from Quaid-e-Azam
University, Islamabad. His studies took him to renowned institutions such as John F.
Kennedy School of Government, Harvard University, and Stanford University, USA.
Since taking over as the Chairman of NADRA, Mr. Malik vision has brought
various new policies and services that have improved the database registration system in
the country and helped in getting more people registered as well. Per his vision, he has
transformed Identity card to an entitlement document so that state can roll out social
reform solutions like social protection, emergency relief, financial inclusion, poverty
alleviation, branchless banking using Smart cards. That is why right after taking charge
as Chairman, he launched it’s 3rd generation chip-based identity card called Smart
National Identity Card (SNIC). The card is built according to international standards and
is accepted as secondary ID on all international airports. It contains 36 physical security
features and uses latest encryption codes making it the safest card in the world.
Mr. Malik spearheaded “Reforming Electoral Rolls” project and led a team that
ensured transparent Voters database by making use of biometric and information
technologies in collaboration of Election Commission of Pakistan. In line with his vision
“Every life Counts”, he devised a new policy for the registration of undocumented

orphans, which ensures privacy and convenience for the orphans. Apart from this, he is
also responsible for incorporating the provision of accidental death insurance within the
new Smart NICs and also devised a comprehensive mechanism to enable pensioners to
draw their pensions from any biometric system used by banks, post offices and other
departments. Recently, Mr. Malik won the ‘CIO of the Year’ award. Panels of judges
consisting of eminent computer scientists, IT experts and technology gurus selected Mr.
Malik for the said award by dint of his contribution in transforming NADRA from an
identity card issuing authority to a profitable international business organization. It is
rolling out cutting edge biometric technology solutions, which results in good
governance.
Mr. Malik also won "ID People Award 2011" by ID World EMEA (Europe,
Middle East, Africa) in Abu Dhabi, "ID Outstanding Achievement Award 2009" by ID
World Congress based in Milan, Italy and “Excellence Award 2003” for providing
Citizen Centric technology services.
1.7.2 Chief Technology Officer
Mr. Usman Y. Mobin assumed the vital role of NADRA’s Chief Technology
Officer in 2002. Educated at the prestigious Massachusetts Institute of Technology
(M.I.T.), USA, he acquired Masters Degree in Electrical Engineering & Computer
Science. Mr. Mobin is bestowed with a wealth of knowledge coupled with strong
technical expertise which he has successfully applied to bring about revolutionary

changes in various legacy systems at national and international level; gaining positive
repute as a pioneer for contributing innovative state-of-art technology solutions. He is
also well respected as the architect of Pakistan Passport System enabling the
development of world's first multi-biometric electronic passport. Apart from this, a few
of his major achievements include invention of remarkably fast phonetics-based search
technique operative on multilingual identity databases such as Pakistan's National Data
Warehouse and invention of algorithmic technique for family tree linkage in National
Database. Mr. Mobin received ID World - Special Award “ID Talent Award” in 2007 for
his excellence in the field of Technology, Presidential Medal for “Persistence in
Excellence” and "Tamgah-e-Imtiaz” in 2009 awarded for Public Service.
1.7.3 Chief Financial Officer
Mr. Saleem Khan is working as Chief Financial Officer (CFO) since September
2010. He is an officer Secretariat Group with more than 20 years experience of working
with the Federal/Provincial Governments and International Organizations. His forte has
been Administration and Financial Management. He has served in the Ministry of
Interior, Cabinet Division, Wafaqi (Federal) Mohtasib Secretariat, Local Govt. Dept. and
development Authorities. He did Masters in Public Administration from Columbia
University, New York, USA with specialization in Public Sector Management and
Governance. He also holds engineering degree from NWFP University of Engineering. &
Technology, Peshawar and Masters in Economics from University of Peshawar.

1.7.4 Chief Human Resource Officer
Mr. Naveed Jan Sahibzada joined NADRA as General Manager HR on June 04,
2007. He has a strong professional background and vast experience of working in the
field of HR. He holds an MS degree in Human Resource management from London
School of Economics (LSE), UK. He is a Chevening Scholar and holds Certification as
professional in HR from HRCI, USA as well as Chartered Institute of Personnel and
Development (CIPD) UK.
1.7.5 Nadra Authority Board
The Federal Government has approved the appointment of following members in
the NADRA Authority Board.
1.7.5.1 Board Members
Chairman
Mr. Muhammad Tariq Malik Chairman NADRA
Board Members:
1. Mr. Kaiser Bengali, Economist.
2. Mr. Abdul Rashid, Fellow Chartered Account (FCA).
3. Mr. Ali Tauqeer Sheikh, CEO and National Program Director, Consultant/Advisor,
UNDP.
4. Mr. Ghiasuddin Ahmed Member, National Electric Power Regulatory Authority.
5. Capt. (R) Muhammad Aftab, Joint Secretary (Admn/Security), Ministry of Interior.

6. Mr. Sohail Qadeer Siddiqui, Joint Secretary (Admn), Ministry of Law, Justice and
Parliamentary Affairs.
7. Mr. Liaquat Muneer Rao, Joint Secretary/ FA(ID), Ministry of Finance.
1.8 Organizational Structure
1. Registration Center (SRC)
2. Operations (Ops)
3. National Data Warehouse (NDW)
4. Card Production (Prod)
5. Marketing (Mktng)
6. Projects (Proj)
7. Technology & Development (T&D)
8. Public Service Division (PSD)
9. Finance and Accounts (F&A)
10. Logistics and HR (Log)
11. Chairman Secretariat (Ch Sect)
12. Procurement (Proc)
13. Networking (NW)

1.8.1 Main Offices
 Headquarter
 NADRA Headquarter Islamabad
 Provincial Head Offices (PHO)
 Lahore
 Karachi
 Quetta
 Peshawar
 Regional Head Office (RHOs)
 Multan
 Sargodha
 Sakhar
 Haidrabad

1.9 Profile of Employees
NADRA proudly employs a highly skilled workforce of more than 11,000
technical and management personnel. Job at NADRA involves working in close
collaboration with others, thus job interviews are just as important to the hiring process,
as any other requisite. In this section NADRA offer a few pointers on making your
interview an informative, comfortable experience. Employees enjoyed the designation,
salaries and other benefits after selection.
There are two scales one is Nadra Pay Scale (NPS) and other is Basic Pay scale (BPS).
Scale
S. No Designation Job Specification Job Description
NPS/BPS
1 O-1/BPS-1 Sweeper Middle Office Clearness
a. Equipment Cleanness
2 O-1/BPS-1 Naib Qasid Below Matric
b. Assist of all office staff
a. Intermediate
T-1/BPS-7 Jr. Executive Acquired data to each applicant.
b. Computer Course
a. Intermediate
3 T-2/BPS-9 Sr. Executive b. Computer Short Acquired photo image.
Course
a. Intermediate
b. Computer Short
4 T-3/BPS-9 Sr.Camera Operator Acquired photo image.
Course
c. Exp: 5 Years
a. Graduation Assisting the Assistant Manager
5 O-4/BPS-14 Superintendent
b. Exp: 2 Years of the office.
Backup of Dy. Assistant
a. Graduation
6 O-5/BPS-15 Sr. Superintendent Director
b. Exp: 5 Years

Deputy Responsible of all activities of
7 O-6/BPS-16 M.B.A
Asst.Director the office.
a. M.B.A Manage the work of Dy.Director
8 O-7/BPS-17 Assistant Director
b. Exp: 3 Years and reporting to Director.
Responsible for all technical
Deputy Assistant a. BCS (4 years) / Trouble shooting, maintaining
10 T-4/BPS-16
Director(Tech) MCS and uploading data for further
process.
Assist the D.B.A. Guides the
Asst. Database a. BCS (4 years) /
11 T-5/BPS-17 System engineer for trouble
Administrator MCS
shooting.
Database a. BCS (4 years) /
12 T-6/BPS-17 Responsible for all issues
Administrator MCS
a. Masters Responsible for Asst.Director
13 O-8/BPS-18 Deputy Director b. Exp: work and Reporting to Director
Administrative General.
1.10 Objective of the Organization
 Registration of all-important entities that help good governance in Pakistan.
 To create awareness in Government organizations to utilize NADRA’s services
for promotion and to help the government in achieving the national objectives.
 To have strategic business partnerships / alliances with international companies in
order to win and execute successful projects.
 To become the market leader and technology pace setter for transferring NADRA
into a successful multinational company.

 To achieve self-sustainability through acquisition of multiple projects in order to
ensure a secure future for the organization with a view to protect and increase the
interest of all stakeholders of NADRA.
 To provide quality service to corporate customers with competitive prices at the
best satisfaction level.
 To enhance creativity and job satisfaction of employees by providing
opportunities for their career and personal development.
 To do organizational restructuring with optimum use of available resources.
 Build strong analytical skills plus good relationships with governments and other
partners around the world
 Exceed our reach to gain wider investment choice and new opportunities for
growth.
 Hold market leadership.
 Deliver benefits to customers through technology and support.
 Introduce in house training programs.
 Introduce a performance management process across NADRA to ensure

objectivity and fairness in performance evaluation and career progression.
 Establish and maintain open communication with all level of employees.
 We aim to create the environment of learning, culture of business excellence and

belief in performance improvement.

Chapter 2
SERVICES
National Database and Registration Authority (NADRA) provides the following
services to every citizen of Pakistan.
2.1 Smart NIC
NADRA Pakistan has started issuing Smart Cards, the most secure national identity
card of the world. Security Features:
 Multi-dimensional Usage & Service
 Social & Financial inclusion Programmes.
 Use of State-of-the-Art Encryption Techniques
 Live Identification of picture and finger prints
 Easy Pension Disbursement and a lot more to offer in the future
2.2 Computerized National Identity Card (CNIC)
NADRA is issuing new Computerized National Identity Cards (CNIC’s) to
all Pakistani citizens who are more then 18 years. The CNIC is a comprehensive
identification document that authenticates an individual’s identity as a Pakistani

citizen. The CNICs are being issued to all adult citizens of Pakistan, whereas,
existing manual records of National Identity Cards (NIC’s) has been switched over
to the computerized database.
2.2.1 Processing on Data Acquisition at Data Acquisition Unit (DAU)
 Issuance of Token
 Photo Capturing
 Thumb and Signatures
 Data Acquisition by DEO
 Form Printing
 Attestation & Form Submission
 Data uploading to NADRA Data Warehouse
 Verification and Clearance from NADRA Data Warehouse

 Printing at Production

2.2.2 Delivery of CNIC to NRC Documentation Required
A CNIC applicant is required to produce the following documents at
the time of application:
 Birth Certificate/CRC or
 Old NIC
 Matriculation Certificate or
 CNICs of immediate/blood relatives
 Citizenship certificate issued by MOI
2.2.3 Delivery Time
Normal - 30 days
Urgent - 15 days
FastTrack - 15 Days (Queue priority at NRCs for immediate processing)

2.2.4 Fee Structure
Normal Urgent FastTrack FastTrack with Home

Sr # Category
(Rs) (Rs) (Rs) Delivery (Rs)
1 Smart NIC - - 1500 -
2 Fresh CNIC 0 200 1000 1100
3 Modification 150 200 1000 1100
4 Renewal 75 200 1000 1100
5 Duplicate 150 200 1000 1100
2.3 National Identity Card for Overseas Pakistanis (NICOP)
The card is supposed to be produced at domestic or international entry or exit
terminals. There has justifiably been recognition of the overseas Pakistanis, their services
and the potential benefits to the homeland, which has led the Government of Pakistan to
issue them with National Identity Cards for Overseas Pakistanis (NICOP). NICOP is
providing the authenticity of the individual, has additional features at the same time, as
the person possessing the NICOP is entitled visa-free entry in Pakistan.

2.3.1 Data Acquisition at Data Acquisition Unit (DAU)
 Photo Capturing
 Form Printing
 Attestation & Form Submission
 Delivery of NICOP to NRC or Address

2.3.2 Documents Required
A NICOP applicant is required to produce the following documents at the time of
application.
 Birth Certificate
 Old NIC or
 Matriculation Certificate or
 CNICs of immediate relatives or
 Passport (mandatory in case of new)
2.3.3 Delivery Time
 Normal - 30 days
 Urgent - 15 days
 FastTrack - 15 Days (Queue priority at NRCs for immediate processing)

2.3.4 Fee Structure
Ser # Category Normal Urgent FastTrack Modification/ FastTrack with Home

(Rs) (Rs) (Rs) Renewal/ Delivery (Rs)
NICOP (All
Duplicate * Fee includes optional
Categories)
Rs.100 delivery charge
Inland Abroad
1 NICOP (All 2250 3000 2250 3100 3500

Categories)
for Middle
East
2 NICOP (All 2250 5000 2250 5100 5500
Categories)
for USA,
Australia,
Canada and
Europe

2.3.5 SNIC/CNIC/NICOP Process Chart

2.4 The Pakistan Origin Card (POC)
The POC program endeavors to provide eligible foreigners with unprecedented
incentives to get back to their roots, while ensuring that the motherland remains tightly
integrated with expatriates worldwide. Any person who does not currently hold Pakistani
citizenship but has ever remained a Pakistani citizen in his/her lifetime.
 Visa-free entry into Pakistan.
 Indefinite stay in Pakistan.
 Exemption from foreigner registration requirements.
 Permission to purchase and sell property.
 Right to open and operate bank accounts
2.4.1 Data Acquisition at Data Acquisition Unit (DAU)
 Photo Capturing

 Verification from NADRA Data Warehouse
2.4.2 Documents Required
 Completed POC Application Form.
 2 photographs (passport size)
 Bank Draft/Bank Receipt for the fee ($100 for adults, $50 for minors)
 Copy of Foreign passport
 At least 1 proof of Pakistani origin
 Copy of Pakistani passport
 Copy of National ID Card (NIC)
 Proof of relationship with a Pakistani; e.g. (Marriage or Birth Certificate), along
with the relative's Pakistani passport or NIC.

2.4.3 POC Process Chart

2.4.4 Fee Structure
Type New Modification / Renewal / Duplicate Cancellation
($) ($) ($)
Under 18 50 80
100
18 & Above 100 150
2.5 Certificates
2.5.1 Child Registration Certificate (CRC)
NADRA has now initiated the provision of a Child Registration Certificate (CRC)
or B.fom to every Pakistani child, aged 18 years or less. It is the foremost right of a child
to get a registration certificate from the place of origin. NADRA has been able to
automate and in turn facilitate the process of acquiring Child Registration Certificates
(CRC). “The child shall be registered immediately after birth and shall have the right to
acquire a nationality, and as far as possible, the right to know and be cared for by his or
her parents.”Not only is the registration of children essential for upholding and
maintaining their identity, but also aids the government’s social service planning. It
ensures the availability of essential information about every registered child, which
ensures the provision of healthcare and educational facilities.

The Child is allotted same registration number when he/she applies for CNIC
upon attaining 18 years of age. It is the responsibility of every child’s parents/guardians
to get registered the children under 18 years of age.
2.5.1.1 Data Acquisition at NRC/DAU
 Photo Capturing
 Printing at NRC/DAU
2.5.1.2 Documents Required
Following are the basic documentation requirements for CRC:

 Birth or School Certificate
 Matric Result Card or Degree
2.5.1.3 Fee Structure
Type Fee (Rs.)
Normal 50
Urgent 500

2.5.1.4 CRC Process Chart

2.5.2 Family Registration Certificate (FRC)
Family Registration Certificates are documents issued to nationals of Pakistan
highlighting the family tree structure of the applicant.
2.5.2.1 Data Acquisition at Data Acquisition Unit (DAU)
 Photo Capturing Thumb and Signatures Data Acquisition by DEO
 Verification from NADRA Data Warehouse
 Printing of FRC Form at DAU
 Delivery to Applicant
2.5.2.2 Documents Required
Following are the documentation requirements for FRC
 CNIC numbers of all family members
 CRC numbers of all family members
2.5.2.3 Services
Family Certificate by Marriage (Wife & Children)
2.5.2.4 Fee
Rs. 500

Chapter 3
INNOVATIONS
3.1 Multi-Biometric ID card
Methodologies, acquiring, transferring, processing, archiving data & producing
ISO compliant secure identification documents. This system generates unique citizen
identification numbers for entire population. The Registration system integrates
biometric technologies such as Automated Finger Identification Systems (AFIS) and
Facial Recognition Systems and is capable of providing identity verification to all
integral Government departments. The system can meet any standards required by the
customer, including ISO 7810 and ICAO 9303 compliant ID cards.
NADRA provides integration services for all types of ID technologies as per the
clients’ requirement including Smart Card, RFID cards, Java cards and
microprocessor based cards. The end-to-end registration system ensures authenticity of
individual & documents through visual as well as electronic means. NADRA provides
the following services to its clients:
 Evaluate possible technologies and solutions for the project .

 Develop a new Identification numbering scheme .
 Define technical standards based on requirements and evaluation
 Define system security standards.
 Undertake a system analysis and design study of the manual process, to identify
gaps in the system
 Perform Business Process Re-engineering (BPR) of the existing procedures
 Develop data acquisition methodologies and identify data fields required to be
captured
Identify required technologies pertaining to:
 Secure Document Production & Document Delivery components
 Design Data Backup and Disaster Recovery (DR) plan for the project

 Develop requirements for integration with other government bodies
 Identify Hardware & Software to implement a state-of-the-art system
3.2 Civil Registration Management System (CRMS)
The Civil Registration Management System (CRMS) has been by developed by
NADRA for the registration of four vital events i.e. Birth, Death, Marriage and
Divorce. The scope of CRMS is to automate all the local governments in a country and
provide computerized registration and certificate issuance of the vital events. The
system provides up-to-date status reporting facilities for selected events, while
providing business decision models for strategic decision making. NADRA has
successfully developed and implemented CRMS for Pakistan at the grass-roots
level, with online, web based connectivity for provisioning of monitoring facilities to
designated Government officials.

3.3 Multi-Biometric E-Passport
NADRA achieved the hallmark of developing and implementing one of the
first Multi-Biometric e- Passports. In 2004 NADRA enabled Pakistan to become
one of the first countries in the world to issue the Multi-biometric e-Passport
compliant to ICAO standards. NADRA has issued more than 7 million passports to
Pakistani citizens until now.
NADRA Multi-Biometric e-Passport solution uses overt and covert security
features on the data page supported by most sophisticated technology and business
logic which makes it one of the most modern passports of this era. NADRA
has developed expertise in centralized and decentralized e-Passport solutions to
incorporate any feature as per clients’ specifications including integration of 4K, 8K,
32K, 64K, 72K RFID chip, Ghost Images, and LaTeX Screen printing. The
system can help countries create a highly secure integrated system encompassing
immigration, Automated Border Control and passport issuance while ensuring the

genuineness of the holder as a valid citizen. The system requires minimum human
intervention that ensures transparency while maintaining ease of exit/ entry of
citizens without the holders being harassed unnecessarily.
The key features of NADRA’s system include:
 PKI – Public Key Infrastructure
 RFID Chip
 Biometric features namely Facial & Fingerprint
 IPI- Invisible Personal ID
 2D Barcode
 Machine Readable Zone (MRZ)
 Security Substrate and Laminate
 Ultra Violet features Micro Printing

3.4 Verisys
The requirement of identification document for evidentiary purposes is incomplete without
verification mechanism. Having developed the Multi-Biometric National Identity Card
for Pakistan backed up by the large centralized national database in the world, NADRA
has introduced an easy- to-use access tool for verification of citizens in the country
named as Verisys. To verify the issued CNIC and avoid any fraudulent activities
NADRA launched Verisys, which is an authentication process to provide online
verifications of Pakistani citizens to the government, private and corporate sectors
for bringing in transparency, validation, elimination of fraud & forgery. This is a web-
based real-time activity displaying the front and rear image of the CNIC with added
hidden information for verifications. Using NADRA`s strong network infrastructure, a
reliable and efficient mode of connectivity is provided to clients even in the remotest
areas of Pakistan.

3.4.1 Biometric Access Control System
NADRA's Biometric Access Control System (BACS) allows, organizations
requiring high levels of security, to better manage and monitor protection and quickly
respond to security breaches. The Biometric Access Control System developed by
NADRA is a highly scalable system for monitoring and logging of personnel movements
at defined entry and exit points. The central paradigms of the system are the automation
of workflow, increased security, efficiency, scalability and transparency in order to
achieve a foolproof system that ensures real time monitoring and identification of
personnel movement and creating a log for future references.
3.4.2 Biometric Attendance Control System
NADRA has developed a foolproof highly secured biometric attendance system
that logs all the attendance and entry/exit events and generates user friendly web reports
for review by management. NADRA’s Biometric Attendance Control System provides
automated time and attendance control, which is designed to facilitate the
employees as well as the organization. Multiple web based reports and email alerts
can be generated which display all the occurred events, processes and desired data.
NADRA’s Biometric Attendance Control System works ideally with Enterprise Resource
Planning (ERP) tool but is also compatible with any other employee database. Having a
database at the back-end ensures no data loss or duplication and it keeps the visitor or
employee record for a longer period of time.

3.4.3 Automated Border Control
To cater for the need for robust identification and verification systems, NADRA
has developed Automated Border Control (ABC) system which serves as a tool for law-
enforcement agencies in eradicating illegal immigration and human trafficking. The
Automated Border Control System is fully automated immigration control
system linked with the central Passport server. It authenticates e-Passport,
identity and other travel documents by performing on spot Facial Recognition and
Fingerprint Identification with utmost reliability and efficiency. It also keeps the record
of automated data verification, passenger travel history, flight information,
destination, port-of-origin, nationality, verification log and officer’s comments. The
Automated Border Control is fully equipped to cater for the following functions:
 Optical reading and identification of travel documents
 Identification of passenger through AFIS and Facial 1:1 match
 Identification of passenger data and UV images
 Matching with Blacklist and Exit Control List (ECL)

3.4.4 E Driver’s License
NADRA has developed an RFID based Driver’s License that bears a license
holder's unique, personal information as well as stores data regarding traffic violations
and tickets issued / outstanding penalties. Data is stored in two halves of the chip. One
half contains the personal information of the license holder and cannot be changed or
modified. The second half is re-writable, where history of violations can be recorded. At
the end of the day, violation data is transferred from the policeman’s handheld device
(PDA) to local police station which is then transferred to the central server (at
district/state level) through secure channel that ensures data security and integrity. The e-
Driver’s License system has been developed to automatically revoke driving rights
in case of traffic violation. Comprehensive data of violations is electronically stored and
available to the authorities. The e-Driver’s license developed by NADRA also
allows the authorities to provide for supplementary provisions and services. The
RFID Driver’s License enables improvements in identity verification, privacy protection
and highway safety.
3.4.5 E- Vehicle Management System
NADRA has developed the multiple-pronged “e-Vehicle Management”
system that uses Radio Frequency Identification Device (RFID) technology to
identify vehicles approaching ‘manned’ &‘unmanned’ Check-Posts at entry/exit with
real-time monitoring at the central control room. RFID passive contact-less chips are
placed on vehicle’s windshield that contain vehicle’s details, linked with the owner’s

details at the database level. The information stored in the RFID contact-less chip is
encrypted ensuring international standards of security. Designated Check Posts are
equipped with cameras, RFID antennas, static scanners and magnetic loops that are able
to read the RFID tags on passing vehicles. Transmission of complete date including
timestamp, vehicle information and Check Post details are transmitted in real-time to
the central control room that allows authorities to monitor & generate route of vehicles.
Suspect vehicles are marked in the system and alerts are generated when that vehicle
crosses any Check Post.
The e-Vehicle Management System has the following elements:
Vehicle Identification and Monitoring System (VIMS): Vehicles are issued
unique Vehicle Identification Number (VIN) embedded in encrypted RFID contactless
chips. The system allows authorities to monitor passage of vehicles and traffic levels at
check posts helping them to eradicate vehicle theft and smuggling, catch suspects and
improve vehicle tax collection.
Vehicle Access Control System (VACS): VACS can be deployed in secured
premises/ building entry/exit points to restrict access of vehicles at designated gates,
levels and points. The system is useful in monitoring activity at entry/exit points and
generates reports of visitors and staff vehicles. The VACS is a valuable tool where
security is a priority and passage of vehicles must be regulated by time.

Chapter 4
HUMAN RESOURCE DEPARTMENT AND ITS FUNCTION
Neither there is no doubts to say that Human Resource department is the
backbone of any organization and its major function to recruit personnel for the
organization and to manage the employees. This department plays very important role
for fulfilling the need of personnel for any department.
Manpower Planning
It involves the planning for the future and finding out how many employees will
be needed in the future by the business and what types of skills should they possess.
It depends on the following factors
 The number of people leaving the job
 The projected growth in sales of the business
 Technological changes
 Productivity level of the workers
Job analysis and Job description
HR Department is also involved in designing the Job analysis and Job description
for the prospective vacancies.

A job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a particular job.
Job descriptions are written statements that describe the:
 Duties and Responsibilities,
 Most important contributions and outcomes needed from a position,
 Required Qualifications Of Candidates,
 Reporting relationship and co-workers of a particular job.
Recruitment and Selection
One of the most important jobs HR departments is to recruit the best people for
the organization. This is of crucial importance as the success of any organization depends
on the quality of its workforce. Details regarding the recruitment and selection procedure
can be found here.
Performance Appraisal
Once the employees are recruited, the HR Department has to review their performance on
a regular basis through proper performance appraisals.
Performance appraisal is the process of obtaining, analysing and recording information about the
relative worth of an employee. The focus of the performance appraisal is measuring and
improving the actual performance of the employee and also the future potential of the employee.
Its aim is to measure what an employee does.
On the basis of performance appraisal the HR Department will set up an action plan for
each employee. If the employees need any training then he provided that.

Training and Development
HR department is constantly keeping a watch over the employees of the
organisation. In order to improve the efficiency level of the employees they have go
undergo regular trainings and development programmes. All trainings and development
needs are carried out by this department. Training might include on the job or off the job
training. Find more information on training here.
Employee Welfare and Motivation
Happy employees mean a healthy organization. HR Department conducts various
employee welfare activities which might include employees get together, annual staff
parties etc. HR department also reviews organizational policies and its impact on the
motivation of the employees.
Labor Management Relations
For the smooth operation of any organization, it is crucial to have good labour
management relations. HR department has to ensure that these relations are cordial. In
case of any labour-management conflict the HR Department will play a vital role in
bringing both management parties to the negotiation table and resolving the issue.
Implementing Organizational Policies
HR Department has to coordinate with line manager and see that the
organizational policies are being implemented in a proper manner. Disciplinary action

can be initiated against employees who are not following organizational rules and
regulations. All these actions are conceived and implemented by the HR department.
Dismissal and Redundancy
HR Department has to take firm actions against employees who are not following
the organizational code of conduct, rules and regulations. This can result in the dismissal
of the employee.
Sometimes, an organization may no more require the services of an employee.
The employee may be made redundant. HR Department has to see that organizational and
government regulations are being followed in this process.

4.1 Structure of Human Resource Department
The structure of HR Department of Regional Head Office Multan is as follows:
Director Admin
& HR
Deputy Director
HR
Assistant
Director HR
Deputy Assistant
Director HR
Deputy
Assistant
Director HR(ii)
Superintendent
Asst.
Superintendent

4.2 Human Resource Assessment
Human Resource Department of Regional Head Office Multan attempts to
provide management support to its highly specialized and diverse workforce, which
is a part of Pakistan’s largest IT based public sector organization, and geographically
spread across the length and breadth of Pakistan.
4.2.1 Mission Statement
To Provide and organize workforce having diversified potential in management
and technical fields to facilitate in the achievement of overall objectives of the
organization.
4.2.2 Vision Statement
Serves as benchmark to develop HR potential, considered best in the market. Provide
services and programs. Equal opportunity employment. Effective implementation of
employees’ compensation plans. Human resource development.
4.2.3 Objectives
 Reach out to diverse group of workers across Pakistan, while recruiting to
achieve fairness and diversity in an efficient manner.
 Increase women participation in NADRA up to 20% to facilitate its 54% customer
base.

 Constitute and maintain a comprehensive market competitive reward
system to ensure attraction and retention of qualified and experienced
professionals.
 Standardization of Directorate’s internal practices and procedures to
improve its customer satisfaction level.
 Enable employees to maximize their career potential by offering increased
number of training and development opportunities from renowned trainers
within the available resources.
 Introduce in house training programs.
 Introduce a performance management process across NADRA to ensure
objectivity and fairness in performance evaluation and career progression.

4.3 HR Diversity Management Program (HRDMP)
Workplace diversity refers to the variety of differences between people in an
organization. This sounds simple; however, diversity encompasses race, gender, ethnic
group, age, personality, cognitive style, tenure, organizational function, education and
more. Diversity involves how people perceive themselves and how they
perceive others. These perceptions affect their interaction in a work place. For a wide
assortment of employees to function effectively in an organization, human resource
professionals need to deal effectively with issues of communication, cultural fit and change.
Understanding and appreciation of diversity helps HR professionals to achieve this goal.
Understanding and respect for diversity has improved considerably in recent years and
learning organizations have responded positively by sensing this subtle
change in their external environment. They have recognized the need for
immediate action by preparing themselves to utilize human and financial capital.
NADRA’s 54% clientele comprises of females. Only 11% of our employees are
female therefore it is our goal to increase the current female representation to 20% by the
end of year 2009. Some concrete steps have been taken to accomplish this task in order
to facilitate the customer base and improve organizational diversity.

4.4 Compensation and Benefits
 Analysis of NADRA pay structure
 Promotion boards HQ,PHO/RHO
 Salary Fixations
 Salary Anomalies
 Special promotion initiative
 Employee Old Age Benefits
 Pension
 Commutation
 Gratuity
 Benevolent Fund
 Insurance
 Salary Proposals

2. 4.5 Technical Human Resource
Function
 ERP Creation
 Issuance of Contract Letters
 Issuance of Employee Master data forms
 Data Updation in HRMS
 Issuance of User Logins and Email IDs on Domain
 Creation of Ultimus Accounts

 Issuance of Employee Cards
 Employee Personal File Management
 HRMS Reports
 HRMS Administration
 Leave Management
 Leave Cases
4.6 Employee Relation Cell
Function
 Creating open lines of communication with employees & management i.e. Blog,
Suggestion Box etc.
 Assist employee at all the levels in the interpretation & communication of policies &
precedures.
 Offering employee & management assistance in resolution of all employee relation
matters.
 Answering employee's queries through blog.

4.7 Anti Harassment
 Function Awareness Sessions on "The protection of women against
harassment at workplace Act 2010"
 Training/Awareness sessions on "NADRA Anti Harassment Policy"
 Case Resolution(Submitted to AHC)
 Counseling of employees involved directly or indirectly in any of the cases
4.8 Career Opportunities
NADRA offers a wide range of career opportunities to technical and non
technical people both. NADRA hires highly specialized human resource, therefore,
majority of the designations/specifications have been tailored according to the needs of
the organization.
4.8.1 Careers at NADRA encompass the following areas
Administration: Identifies and implements improved streamlined processes
Customer Business Development: It helps business enhance its capacity by
enabling proactive interactions with customers
Customer Services/Integrated Logistics: Management of the flow of
materials/products and services and process finished products through the supply
chain.
Engineering: Develop new products or design
new processes.

External Relations: Functions as strategic business partner in various areas of
public relations.
Finance & Accounting Management: Provide financial leadership at all levels.
Assist in budgeting and financial resource allocating and risk management
Human Resources: Partner with management to set direction, develop and
implement strategies. Manages, develops and deploy the human capital of the
organization.
Information Technology: Impact global market, leading business objectives by employing
the state of the art technology.
Marketing: Deploy plans to initiate innovative products, attractive for the stakeholders
and the customers. Devise and develop promotional activities.
Procurement: Providing support to the main function of the organization in all areas.
Research & Development: Create and develop innovative products, processes and
technologies so as to help improve the quality of life of the masses.
4.8.2 Job Environment
NADRA’s technological orientation has enabled it to provide a well equipped and

a diverse working environment to its employees. It introduces them to a realistic
challenge where an employee discovers experiential learning with a supervisory support.
This challenge and support inculcates confidence and belief in his/her abilities which
becomes a part of the employee’s personality.

4.8.3 Career Development
Professional development of its employees is at the heart of NADRA.
Management has strong belief in professional development of employees that are
asset to the organization. The career graph of NADRA employees moves with the
growth of the organization, since both the organization and the employees grow on
reciprocal bases.We arrange extensive training programs for our employees to improve
their existing skills set and help them grow in their career. A fully dedicated team at the
HR Directorate works full time to find the best trainers and training programs
available across Pakistan. Our training and development team has developed a strong
association with renowned training institutions and universities like LUMS, NUST and
IBA etc.
4.8.4 Potential Career Path
NADRA offers internship as well as employment opportunities for those who are
willing to work in a competitive and diverse environment.
4.8.4.1 Internship Program
NADRA has developed extensive paid internship programs for the energetic
and competent university graduates looking for challenging careers and diverse work
environment. NADRA reachs out to the fresh graduates through job fairs which are a
valuable opportunity to meet and induct fresh talent. Most recent participations are

GIK and Bahria university job fairs. Internship programs are offered in the following
three categories.
Senior Internee: Candidates having 2 years Masters Degree or 4 years Bachelors

Degree with one year experience are inducted as Assistant Manager (non-technical) or
System Engineer (technical) for a period of six months.
Junior Internee: Candidates having 2 years Masters Degree or 4 years
Bachelors Degree are inducted as Assistant Manager (non technical) or System
Engineer (technical) for a period of six months.
Student Internee: Current students taking projects as part of their course are inducted
for a period of three months in early June.
Our internship programs are exciting, providing valuable opportunities for
student interns and the fresh graduates both. Our internships provide invaluable
opportunity to put theory into practice, apply knowledge and skills to real-life business
situations. It is a great prospect of experiential learning where internee may find
permanent place at the end of his/her probation period. Our supervisors/managers guide
our interns in every possible way.

4.9 Number of Employees Working in Human Resource Department
NADRA proudly employs a highly skilled workforce of more than 1500 Human
Resource specialized and Regional Head office Multan employs more than 50 employess
who contribute to register more than 140 million citizens and print more than 80 million
Computerized National Identity Cards. Following Human Resource department staffs
are:
S_No Scale Designation Job Specification Job Description
1 O-8/BPS18 Director Admin & HR a.MBA(HR)/ Regional HR and

M.Phil(HR) Admin Incharge
b. Exp: 10 Years
2 O-7/BPS-18 Deputy Director HR a. MBA(HR)/M.Phil(HR) Managing the Asst

b. Exp: 5 Years Deputy Director’s work
3 O-6/BPS-17 Deputy Asst. Director M.B.A/M.com(HR) Responsible of all

HR activities of the HR
office.
4 O-4/BPS-14 Superintendent a. Graduation Backup of Deputy

b. Exp: 5 Years Assistant Director
5 O-3/BPS-11 Asst. Superintendent a. Graduation Reporting and

uploading data to
required specification.

Chapter 5
CRITICAL ANALYSIS OF NADRA OPERATION
NADRA is one of the top leading IT and aggressive organization. In National
Database and Registration Authority (NADRA), all policies are being adapted
Headquarters Islamabad and Regional and Provincial Head Offices. Until and unless
higher management at least at PHO / RHO level All branches, specially Accounts will
not realize the difficulties, problems, workload, and routine tasks performed by NADRA,
the fruitful results may not be achieved.
 Lack of job satisfaction among employees due to contract appointment.
 Discouraged workers (seniors are the most downhearted) due to absence of job
structure and individual reward.
 Furniture and fixtures are deteriorating due to wear and tear and unavailability of
replacement/maintenance funds.
 Packages of staff not up to standard
 There is no social activity for boost the morale of staff
 Lack of appreciation on good work
 Lack of behavioral trainings for staff

5.1 Achievements
 NADRA has been placed amongst the Top 50 e-Passport Technology Suppliers
for 5 consecutive years in ID World Magazine, for 2007, 2008, 2009, 2010 and
2011 published by Wise Media, Italy.
 NADRA is amongst the 3 companies selected from Asia and Africa on the list.
NADRA was honored with the “Outstanding Achievement Award” at CARDEX
Middle East in Cairo, Egypt in May, 2007.
 NADRA has been awarded The Merit Exporter Award by Federation of Pakistan
Chambers of Commerce & Industry (FPCCI) in 2006 for achieving export of
homeland security solutions in the international market.
 NADRA’s Chief Technology Officer, Mr. Usman Y. Mobin was awarded the “ID
Talent Award” in November, 2007 at the ID World International Congress held in
Milan, Italy. He was recently awarded Tamgah-e-Imtiaz in 2009 for his services
rendered to the state.
 NADRA has successfully achieved Capability Maturity Model Integration
(CMMI) from Software Engineering Institute (SEI) Carnegie Melon, USA.
Certification was assessed on Technology, Quality Management and Project
Management divisions.
 NADRA Quality Management and CNIC Production departments are also ISO
9001:2000 Certified.

5.2 Success and Failure of Different Services
5.2.1 Successful Services
All services gained a great succession. Following successor services are
 CNIC
 CRC
 NICOP
 Modification in CNIC
 Duplication in CNIC
 Renewal of CNIC
 CRMS Certificates
 Online Verifications of CNIC
 Online Utility bills Payment
The general reasons for the success of the services are as under:
 Minimum processing time
 Quick and easy delivery
 Efficient System
 Little documentation
 Customer Care with smile

5.2.2 Failed Services
There is no failed service of NADRA because federal, provincial and local

governments back up all NADRA products.
5.3 Major Competitors
Although there is no competitor of NADRA in country but with reference to
utility payments and verification following are main competitors of NADRA:
 Banks
 Post Office
 Insurance Companies etc.

5.4 Future Prospects of the Organization
NADRA introduce following products for future aspects:
 Aslah License
 E-Ticketing (Pakistan Railway, P.I.A)
 Vehicles identification Tracking System
 Border Security System for provinces
 Land Registration
 Vehicles Registration System
 Driving License

5.5 Weaknesses of the Human Resource Department
Following are the major weaknesses of the HR Department
 Lack of the proper training

 Low salary packages
 Employees job insecurity
 Employees benefits insufficient
 Promotion Policy
 Performance Appraisal Policy
 Termination Policy
 Contributed Provident Fund Scheme
 Reward Scheme
 Employee Security Deposit Policy
5.6 Recommendations
Based on my thorough study of NADRA RHO Multan I suggest the following
recommendations:
 NADRA cannot fully achieve all objectives until and unless well motivated team
invests itself personally to NADRA Regional Headquarter Multan.
 Indeed, only highly motivated and energetic staff may boost up any organization.
 Once the way of Management comes on proper track then it is very easy to get
Managers on proper way. Managers must train in a way to look like Managers not
officers. They must have responsibilities as well as due authorities to carry them.

 Staff being a life blood of any organization needs special care. They should get
financial budgetary support as well as appreciation.
 Salaries and benefits of staff would up to standard as compare to market. A
person engaged with NADRA Registration Centre (NRC) cannot think about any
part time job in evening hours or after his/ her duty hours because NADRA
Registration Centre (NRC) remain operational in rush days till work completed
without giving any extra benefit to staff.
 Social activities viz. games, dramas, musical shows would be encouraged at NRC
and PHO/RHO level.
 Appreciation concept may introduce on work performance that DEO/Jr.Executive
of the center/ Area, AD/SE of the Area/RHO on monthly, quarterly and yearly
basis by awarding some incentives.
 Behavioral trainings may be conducted Area or PHO/RHO level.
 Effecting management requires complete attention round the clock and demands
continuous inputs from Managers. Human being having limited capacity cannot
hold all operations as alone that evolve other people. So the concept of power
delegation to down word is adopted for better command & control.
If we want better command and control and fruitful result from NADRA
Registration Centre (NRC), then we should have slot of managers on various stages
NADRA Registration Center (NRC), PHO/RHO and HQ.

Chapter 6
CONCLUSION
National Database and Registration Authority (NADRA) is not just a combination
of technical and management skills, but also the investment of personal self. It is not just
a job but also a mission for the betterment of Pakistan. The spirit of NADRA requires us
to use our full potential for the betterment of the county, the organization and us.
After the completing my internship at Human Resource Department of NADRA
Regional Head Office Multan I have studied in this organization specially HR department
that is relevant my specialization. In Human Resource department RHO NADRA Multan
I have covered different types Job Description, Transfer of staff, Leave Management,
Promotions cases etc. I have read above mention areas in my course books but based on
my through study of Human Resource at RHO NADRA Multan, this practical work and
experience is essential for me, and will give me benefit in practical life.
In this regard, I am very grateful to Human Resource department of National

Database and Registration Authority at Regional Headquarter Multan.

References
 Collected data from NADRA in Regional Office, Multan.
 By the use of Internet and NADRA's websites.
 Self experience during job in this Organization

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Chapter 1

National Database & Registration Authority (NADRA) has gained international

Network Infrastructure and Interactive Data Acquisition Systems to issue secure

growth in the last 8 years.

runs various Transaction Processing, Business Intelligence and Decision Support

applications. Operating on international standards and models. NADRA proudly employs

National Database and Registration Authority Page 1

service and comfort.

1.1 NADRA’s Vision

NADRA having established itself as an industrial player of international stature

 Become a World Class, leading Solution Provider in all areas of Homeland

 Develop Human Potential that is considered the best in the world

 Register all Pakistani residents/Citizens.

 Become a World Leader in Technology Development

 Attain ‘System Integration Excellence’ to implement and integrate proven, state-

of-the-art technologies to achieve specific business objectiv

National Database and Registration Authority Page 2

To create and maintain a secure, authentic and dynamic database that

security solutions and assistance in good governance. We shall develop ourselves as a

“Learning Organization” in a culture that fosters creativity, innovation, commitment,

dedication, continuous improvement and a desire to excel by its employees.

1.3 Objective of Study

My objective to join NADRA was to see implementation of what I learnt in

well as practical applications.

I selected Human Resource department of NADRA Regional Head Office Multan

where I could learn the practical knowledge of Human Resource Policies.

I learned following things:

 Practical knowledge and Skills of Human Resource department.

 How much HR strategies are implementing in the organization?

 Factors, which are the cause of changing strategies.

National Database and Registration Authority Page 3

 How we prepare the performance report and results of good planning.

Methods and implementing of polices, Promotion and recruitment and also

1.4 Brief History

National Database and Registration Authority (NADRA) was established as

National Database Organization (NDO), an attached department under the

Ministry of Interior, Government of Pakistan in 1998. On 10 March 2000, NDO &

Directorate General of Registration (DGR) merged to form NADRA, an

independent corporate body with requisite autonomy to operate independently and

registering 150 million citizens, NADRA launched the Multi-Biometric National

Identity Card project developed in conformance with international security

National Database and Registration Authority Page 4

maintenance of multipurpose databases, Data Warehouses, networking, interfacing of

carry out research studies, surveys, experiments and other investigations.

1.6 Nature of the Organization

NADRA is service organization provide quality of services as well as accurate

Database & Registration Authority (NADRA) was established as a public sector

systematic acquisition, evaluation, and interpretation of demographic and spatial

NADRA started by registering citizens and issuing computerized national identity

National Database and Registration Authority Page 5

Mr. Tariq Malik was appointed as Chairman of National Database Management

NADRA after successfully leading the Network Directorate of NADRA as General

management of Technology, system analysis & design, software development and

business process re-engineering. This also includes strategic management experience in

implementing high profile citizen centric technology solutions in Pakistan, Kenya,

Nigeria, Bangladesh, United States of America, Canada, Germany and Bahrain.

He is well-known in the project and technology management sector as a

National Database and Registration Authority Page 6

State of Michigan, USA.

Germany. He also holds M.Sc. degree in Computer Sciences from Quaid-e-Azam

Kennedy School of Government, Harvard University, and Stanford University, USA.

is accepted as secondary ID on all international airports. It contains 36 physical security