NATIONAL BANK OF PAKISTAN

HR DISPOSITION

Submitted by : Muhammad Qasim

BM-26464 (MGT-501)
Human Resource Management
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HR Plan – NBP 2
Contents
Introduction.......................................................................................................................................5
Vision...............................................................................................................................................5
Mission............................................................................................................................................5
Core Values......................................................................................................................................5
Goals................................................................................................................................................5
HR mission......................................................................................................................................5
HR Values........................................................................................................................................5
Human Resource Disposition (HRP):..............................................................................................6
Step 1: Scrutiny of the Dispositions and Objectives of the Enterprise:..........................................7
Step 2: Scrutiny of Human Resource Requirement (Demand):......................................................7
Step 3: Scrutiny of Human Resource Availability (Supply):...........................................................7
Step 4: GAP Scrutiny:.....................................................................................................................7
Step 5: Human Resource Disposition:.............................................................................................7
Step 6: Monitoring & Control:........................................................................................................7
Job Scrutiny & HR Disposition Course in National Bank of Pakistan........................................8
Job Scrutiny of National Bank of Pakistan:....................................................................................8
Job Scrutiny for Top Level Management:.......................................................................................8
Managerial Job Description:.......................................................................................................8
Human Resource Disposition Course of National Bank of Pakistan:...........................................10
Predictions Employee Demand:................................................................................................10
Predictions Employee Supply:..................................................................................................10
Recruitment:....................................................................................................................................11
Stages of Systematic Approach to Recruitment:...........................................................................11
Detailed HR Disposition:..............................................................................................................11
Recruitment Sources (internal and external):................................................................................11
Internal Sources:........................................................................................................................11
Selection Course :............................................................................................................................12
Preliminary interview:...................................................................................................................12
Completion of Application Form:.................................................................................................12
Employment / hiring tests:............................................................................................................12
Comprehensive interview:.............................................................................................................12
Background investigation:.............................................................................................................12
Conditional job offer:....................................................................................................................12
Medical/physical exam:.................................................................................................................12
Final selection:..............................................................................................................................13

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 Recruitment and Selection Course in National Bank of Pakistan:................................................13
Selection Process:......................................................................................................................13
Performance / accomplishments Appraisal:.................................................................................15
Method of Performance / accomplishments Appraisal:................................................................15
Traditional Methods:.................................................................................................................15
Modern Methods:......................................................................................................................16
Job Evaluation:..............................................................................................................................16
Detail jobs scrutiny:...................................................................................................................17
Identifying relevant job factors:................................................................................................17
Points are allocated for each job factor.....................................................................................17
Total score of the points give evaluation of their job................................................................17
The Job Evaluation Criteria of National Bank of Pakistan:..........................................................17
Appraisal Approach of National Bank of Pakistan:..................................................................18
Performance / accomplishments Appraisal Course in National Bank of Pakistan:...................18
Proposed Strategies for Improving Performance / accomplishments Appraisal of National
Bank of Pakistan:.......................................................................................................................19
Discipline:.........................................................................................................................................20
Disciplinary Process in National Bank of Pakistan:......................................................................20
Grievance:........................................................................................................................................21
The Grievance process:.................................................................................................................21
Grievance Process at National Bank of Pakistan:.........................................................................21
Personal Records Maintenance......................................................................................................22
Dismissal:.........................................................................................................................................22
Friendly Talk:................................................................................................................................22
Oral Warning:................................................................................................................................22
First Written Warning:...................................................................................................................22
Final Written Warning:..................................................................................................................23
Suspension:....................................................................................................................................23
Demotion:......................................................................................................................................23
Need for the Effective Management of Employee Dismissal:......................................................23
Employees Turnover:......................................................................................................................24
Causes of Employee Turnover:.....................................................................................................24
HR & Employees.............................................................................................................................25
Perks..............................................................................................................................................25
Spot Cash Awards..........................................................................................................................25
Special Cash Awards.....................................................................................................................25
Career Management......................................................................................................................26
Employee Communication Programme........................................................................................26
CSR & Community Mobilization..................................................................................................27
Culture...........................................................................................................................................27
Health............................................................................................................................................28
Women & Child Welfare...............................................................................................................28
Special Persons..............................................................................................................................28
Cultural Ethics.................................................................................................................................29
Customer Innovation & Change....................................................................................................31

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CONCLUSION................................................................................................................................33

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Introduction

Vision

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

Mission

NBP aspires to the values that make NBP truly the Nation’s Bank, by:
• Institutionalizing a merit and performance / accomplishments culture
• Creating a distinctive brand identity by providing the highest standards of services
• Adopting the best international management practices
• Maximizing stake holder's value
• Discharging our responsibility as a good corporate citizen of Pakistan and in countries
where we operate”

Core Values

• Highest standards of Integrity

• Institutionalizing team work and performance / accomplishments culture
• Excellence in service
• Advancement of skills for tomorrow’s challenges
• Awareness of social and community responsibility
• 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”

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 make the enterprise
•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

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HR Plan – NBP 7
Human Resource Disposition (HRP):

Human resource Disposition is the course of deducing an enterprise’s human resource needs. It
encompasses predictions and Disposition for the acquisition, retention, improvement and
the utilization of HR. In other words we can say that it is the course through which
management select the right number of employee for the right job, at the right place and
at the right time. This means to complete the task more effectively and efficiently and
take more benefits that will help in the success of enterprise. Disposition is a very vital
part of any activity. In enterprise, every decision needs its own set of disposition, as there
is a saying that “if you disposition to fail, you disposition to fail”. Let us take an example
of a firm who wants to enter into a new business or market, for the success of a new
business of a firm they must have proper Disposition of growth along with the need of
financial and human resources. So HR Disposition process is the carrying out of scrutiny
of existing employee and the predictioned workforce. This process also includes the
expansion of training, skills, abilities and capabilities.

Objectives of Human Resources Disposition (HRP):

Succeeding are few of the objectives while carrying out human resource Disposition:
 Ensures right number of employee for the right job, at the right place and at the right time.
 To reduce excessive labor turnover & high absenteeism.
 To prediction future requirements i.e.. availability of finance and HR Labor.
 To ensure employees satisfaction and developing of their skills.
 To facilitate training and expansion programmes.
 To ensure enterprise is responsive to changes in the environment and technology.
 To improve productivity which help to achieve enterprises goal.

Path of Human Resource Disposition:

The succeeding diagram shows the course of HR Disposition:

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(Figure 1: Course of HRP)

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Step 1: Scrutiny of the Dispositions and Objectives of the Enterprise:
The enterprise must be clear about its objectives and strategies. The business policies such as
profitability, financial dispositions, production mandates, market prediction and budget
etc. are always based upon and must be related to workforce Disposition.

Step 2: Scrutiny of Human Resource Requirement (Demand):

This step encompasses predictions HR needs based on enterprise objectives. Enterprises consider
several factors while predictions demand. Factors like objectives of the enterprise,
requirement of work force i.e.. how many human resources are required for the
accomplishment of enterprise objectives, the cost of labor, and environmental factor like
technology and social norms are crucial for demand predictions.

Step 3: Scrutiny of Human Resource Availability (Supply):

In step three, enterprise checks the current position of their employees that how well they are doing
the existing programs and then prediction what additional programs they can do. This
step is the scrutiny of the present resources such as internal HR supply, external HR
supply, scrutiny of the human resource utilization etc.

Step 4: GAP Scrutiny:

Subsequent doing the demand and supply scrutiny there may become three situations.
First situation: demand may become equal to supply so no actions are needed in this
situation. Second situation: there may be surplus of workers so in such a situation stages
like early retirement, restricted hiring and downsizing are appropriate.
Third situation: a shortage of employees may arise so in such a scenario course of
recruitment and selection must carry out.

Step 5: Human Resource Disposition:

This step encompasses developing a strategy or disposition to meet the enterprise human resource
needs. Enterprise need to prepare such a disposition which removes the Gap between
demand and supply within the financial resources accessible to them. This must ideally
take the form of comprehensive human resource disposition with various dimensions,
such as enterprise structure, recruitment & selection, training & expansion, promotion,
staff reduction, retrenchment etc. So at that time not all the elements may require, only
the prior matters then be incorporated into dispositions.

Step 6: Monitoring & Control:

This is the final step in which all the course is reviewed and then takes few corrective stages where
necessary. This step also ensures that HR dispositioning is going according to the
enterprise strategic disposition and equals the demand and supply.

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Job Scrutiny & HR Dispositioning Course in National Bank of Pakistan

Job Scrutiny of National Bank of Pakistan:

Job scrutiny is very vital task because on the basis of that many administrative and managerial
decisions are made, such as recruitment, selection and training etc.

At National Bank of Pakistan the job scrutiny is steered when the enterprise wants to open a new
branch, setting up new technology or new services etc.

The purpose of job scrutiny is:

 To collect information about the various level of activities to be performed

 To collect the data about education, skills, experience, personnel qualities
 To select the suitable person for right job

Job Scrutiny for Top Level Management:

The job scrutiny for the top management is done directly by the head office situated at Karachi and
the head office uses internal as well as external source of recruitment to fill the vacant job
accordingly. Succeeding is one of the example of job description and job specification of
the managerial post of Bank.

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Managerial Job Description:

Job Title: Branch Manager

Job Summary: Promotes banking in the community and manages branch

operations in coordination with the head office.

Tasks
Highlight the services of the bank in the community to attract people for opening
their accounts to increase the bank assets.
To operate the branch in such a way that the cost of operation is minimized and the
services are maximized.
To check and issue loans on merit for the increase of bank revenues.

Managerial Job Specification:

Experience: This job is for the trained person and should have
minimum 2 years of working experience. Previous job performance
should be good.

Personality: Attractive

Qualification: MBA or MS in relevant field.

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Human Resource Disposition Course of National Bank of Pakistan:

HR Division is responsible for an effective HR Disposition regarding demand and supply

of employees and predictions for these practices. The objectives of human resource
Disposition for National Bank of Pakistan is same like the other enterprises i.e. to
prediction and disposition for the acquisition, retention, improvement and the utilization
of HR. At National Bank of Pakistan, Human Resource Disposition encompasses a
decision making in three areas of combined activities:

In the first step the National Bank of Pakistan make a list of requirements to the specified job
keeping in view its needs, objectives, additional human resource and skills required, then
bank is able to hire the services of right kind of person to that job.

In the second step the National Bank of Pakistan make dispositions for motivation of their
employees by giving them various sort of mandates and incentives on their
accomplishment for bringing excellence in the performance / accomplishments of
employees in their enterprise.

In the 3rd. step, employee goals and the enterprise goals are interlinked.

Succeeding are the various situations for which National Bank of Pakistan carries out various human
resource Disposition.

Predictions Employee Demand:

 Opening a new branch
 Setting up or starting with new technology
 Changes in customer demand
 New services

Predictions Employee Supply:

 Transfers
 Internal Movements (promotions)
 Job Rotations
 Overtime

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Recruitment:

Recruitment is the prescribed course of selection of employees. It is the systematic course of

searching of incumbents for employment / hiring and encourages them to apply for jobs in
the enterprise. The overall mandate of recruitment is to obtain the quantity and quality of
employees. Effective recruitment is very vital for any enterprise because it is the action in
which management goes into labor market to find individual who is best suited to the job.
This is done only when they communicate the position in such a way that eligible job
seekers respond in positive manner. Similarly the enterprise must provide essential and
clear information about the job, so that incumbents who are not eligible on the given
criteria can consider themselves out of job candidacy. The good recruitment must attract
the qualified and discourage the unqualified, and this will also minimize the cost of
developing unqualified incumbents.

Stages of Systematic Approach to Recruitment:

The recruitment course begins when the human resource division starts receiving requisition for
recruitment from any division of the enterprise. A systematic approach to recruitment
course encompasses the succeeding stages:

Detailed HR Disposition:

A detailed document of human resource Disposition, which contains anticipated detail of required
human resource i.e. how much enterprise needs human resource to meet it objectives.
 Job scrutiny: (detail of particular job duties and requirements)
 Job description: (detail information of the competent tasks and duties)
 Job specification: (detail statement of professional qualification & skills required for job)
 Identification of recruitment source
 Preparation and publication of information (advertisement)
 Managing the response
 Short-listing
 Conducting Interviews

Recruitment Sources (internal and external):

Internal Sources:
“Filling of job vacancies from within the enterprise where selection is made from existing
employees rather than employing fewone from outside”. Present employees, employee referrals,
dependents of diseased and retired are the internal sources for recruiting employees.

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Selection Course:
Selection course Encompasses screening of incumbents by which best suitable person is chosen for
a vacant post from a pool of incumbents. And rejecting the other who are not found
eligible as per their qualifications and suitability for job. The main objective of the
selection course is to choose the right person for the right job.

The selection course typically comprises of eight stages:

Preliminary interview:
The first step in the selection course encompasses screening of incumbents by initial interview and
short-listing the list of incumbents.

Completion of Application Form:

Application form is the specific employment / hiring form used to get specific information which
the enterprise wants. In this step incumbents are asked to complete the enterprise’s
application form.

Employment / hiring tests:

Performance / accomplishments simulation test (job behavior), In order to test the aptitude of
incumbents.
Work sampling (In order to check their skills for the prescribed job)
Assessment centers (In order to evaluate incumbents individual and group performance /
accomplishments)

Comprehensive interview:
Interviews involve a face-to-face meeting with the incumbent to investigate the areas which is not
addressed by the application form or tests.

Background investigation:
Verification and investigation from the application form about the backgrounds like:
Former employers
Previous job performance / accomplishments
Education
Legal status to work
Criminal records

Conditional job offer:

Job is presented on probationer bases for certain period of time. Subsequent fulfillment of certain
conditions and successful performance / accomplishments in that period the tentative job
may become permanent.

Medical/physical exam:
An examination to determine an incumbent physical fitness for essential job performance /
accomplishments.

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Final selection:
Individuals who perform successfully in preceding stages are now considered eligible to obtain the
employment / hiring offer.

Recruitment and Selection Course in National Bank of Pakistan:

National Bank of Pakistan makes recruitment of three kind of employee’s for the fulfillment of
their need of growth and growth i.e..
 Top Management
 Trainee Officers
 Contractual Employees

This recruitment is made on the basis of the requirement e.g. top managerial post is fulfilled either
from internal or external sources with good experience and qualification.
Trainee officers are fresh incumbents usually recruited from external sources, who are having the
prescribed qualification for the post. Internal recruitment is also made by upgradation of
the lower employees with the same qualification or better performance /
accomplishments at the lower post in the same enterprise.

Fewtime contractual employment / hiring is made till the availability of permanent employees for
the post. Such type of employment / hiring is usually made on emergency bases.

Succeeding sources are used to invite adjurations from suitable incumbents for internal and
external recruitment:

Newspapers:
National Bank of Pakistan advertises the vacancies in popular newspapers, which can either
be in English or Urdu language according to the need of job and situation.
Website:
National Bank of Pakistan has also adopted online recruitment course like ROZEE.PK and
other online job offering websites, where they advertise the vacancies. National Bank of
Pakistan also has its own website, where they advertise the vacancies.
Direct Incumbents:
Fresh graduates keep on submitting their CVs to the HR Division from time to time. HR
Division selects the effective persons for interview and tests whenever a job is vacant.

Selection Process:
Subsequent the recruitment, the selection of most reliable and capable incumbents is made at
National Bank of Pakistan under the supervision of HR personals.

First of all National Bank of Pakistan advertises in the media (newspaper, magazine, website etc.)
that situation is vacant for the succeeding post, for which their criteria are:

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  Incumbent must be a citizen of Pakistan.
 They must be qualified in the relevant field having graduate or post-graduate degree.
 Must have attained the age of 18 years but not be exceeding the age of 35 years.

Adjurations are invited from incumbents on prescribed forms against the vacant posts advertised in
the newspapers, subsequent advertisement various people apply for the job. In the
preliminary CV, irrelevant adjurations are screened out and relevant adjurations are
called for written test. This test is examined by IBP (Institute of Bankers Pakistan). The
test pattern is of GMAT format in which they judge the person job behavior and skills of
doing individual and group simulation tasks. Then there is an initial interview in which
one topic is given to each incumbent and asked to debate on that. Further screening is
made from the group discussion which is examined by 10 HR executives of National
Bank of Pakistan. In this way they judge their personality traits and leadership qualities.
Now final interview is steered by the president of National Bank of Pakistan at the
regional office. Then job is presented to deserving incumbents who are sent for training
to the head quarter, which is based at Karachi where they undergo intensive training in
various fields. Subsequent completion of training they are sent to various branches.

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Performance / accomplishments Appraisal:

Performance / accomplishments appraisal is the assessment of an individual’s performance /

accomplishments in a systematic way, in which the performance / accomplishments is
being measured against such factors i.e. job knowledge, quality & quantity of output,
initiative, leadership abilities, co-operation, judgment, loyalty etc. Assessment must not
be confined to past performance / accomplishments alone. On the basis of performance /
accomplishments appraisals of employees, certain decisions are made i.e. promotion,
training, transfers, bonuses & incentives etc.
Appraisals play a very vital role in the employer’s management and their performance /
accomplishments. The main objective of performance / accomplishments appraisal is to
improve employee’s efficiency. Appraisal can be used by the enterprise in the succeeding
ways.

 To improve employees efficiency and their performance / accomplishments

 Develop confidence and hopes in employees about their career expansion
 Give feedback of the employees to the managerial staff
 Helps in motivating employees
 Provide uniform mechanism of evaluation to all employees
 Establish direction through objectives for performance / accomplishments
 Provide standard criteria for promotion and increase in the salary of employees
 Provide justification for transfers and discharges
 Helps in better understanding between employees and supervisors

Method of Performance / accomplishments Appraisal:

There are lot of methods of performance / accomplishments appraisal and can broadly categorized
into two types.

Traditional Methods:
Traditional methods are comparatively older methods of performance / accomplishments appraisals
which are only based on personal qualities i.e. knowledge, loyalty and leadership etc.
Succeeding are various traditional methods:

Unstructured Method: In this method, appraisal course doesn’t follow any specific
structure. It is only based on the description of the employee by the superior i.e. judgment
of leadership qualities by the superior.

Ranking Method: In this method superior is asked to rate all the employees from highest
to lowest. Thus it is easy for superior to rate the best and worst one among all.

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 Paired Comparison: In this method, each member performance / accomplishments is
compared with every other member in the group. Thus a ranking system is formed and best
one is chosen.

Man to Man Comparison: In this method performance / accomplishments of employees is

determined on certain factors i.e. initiative, leadership and other personal qualities which
are compared with another employee.

Forced Choice Method: A type of method in which two options is given to the rater and
the rater must choose one of them about employee’s work behavior.
E.g. is he loyal? (Yes or No)

Essay Method: In this method evaluator writes an essay about employee strength,
weaknesses, and past performance / accomplishments. But there is a major disadvantage in
this method i.e.. personal clash

Checklist Method: In the checklist method, a rater is given a list of behavioral description
and the evaluator merely goes down the list and check off ‘Yes’ or ‘No’ to each question.

Modern Methods:

Modern methods were formulated to improve upon traditional methods. Modern methods remove
the shortcoming of old methods such as biased and prejudiced. Few of the modern
methods are:

Behavioral anchored rating scale (BARS): A performance / accomplishments appraisal technique

that appraises an employee on example of actual job behavior rather than traits.
Advantage of this method is the focus on specific and measurable job behavioral and the
disadvantage is time consuming.

Management by Objective (MBO): This method is not done by a single person (Boss) but it is
done through mutual communication between boss and employees. It is the course of
goal setting and feedback.

360 degree feedback:

A performance / accomplishments appraisal method that utilizes feedback from supervisors,
employees and coworkers. This is thorough course but time consuming.

Job Evaluation:

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It is the systematic approach for finding the value of the job presented by an enterprise. In this we
review the job not the person who is performing it. One of the simplest methods of
scrutiny is to break it into various factors; each factor is then allotted few points or score,
on the basis of those points job is then evaluated e.g. level of experience, knowledge,
skill required etc. are the factors which score points in the course of evaluation. The
main purpose of job evaluation to give employee wages in such a way so that, they feel
motivated.

When using job evaluation the enterprise must focus on these points.

Detail jobs scrutiny:

 The details job scrutiny will clearly provide detail information about the succeeding main
tasks.
 The specific skills and abilities needed for certain job
 The value of assets
 The working conditions
 The number of employees answerable to the employer

Identifying relevant job factors:

These includes skills needed for the job, qualification required, the level of responsibilities,
physical efforts levels needed and better working conditions

Points are allocated for each job factor

Total score of the points give evaluation of their job

In jobs evaluation, jobs that require greater qualification, more responsibilities and duties must be
paid more than jobs with lesser requirements. The salary of the employee will be
according to the responsibility which they have to perform.

(Job and work scrutiny, Date Accessed 28/06/2009)

The Job Evaluation Criteria of National Bank of Pakistan:

In National Bank of Pakistan the job evaluation criteria is the basic pay; the fixed salary or wages
which constitutes the rates for the job. In the skill based jobs, these rates may vary
according to the skill and competence of a person. The rates are fixed by managerial
judgment that what is required to recruit and retain the employee.

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There is no concept of bonuses, commission or over time related pay. The official timing of bank is
09.00 AM to 06.00 PM but almost all of the employees have to work till 08.00 PM.
However, for this additional work they are not given any additional remuneration or over
time.

Appraisal Approach of National Bank of Pakistan:

Regarding the performance / accomplishments appraisal, National Bank of Pakistan

adopts both types of approaches.

Traditional Approach:
This approach of appraisal is about the overall enterprise, on the basis of their past performance /
accomplishments. In the National Bank of Pakistan, it is reviewed at branch level. Each
branch is responsible to show its performance / accomplishments in accordance to the set
goals in a positive direction.

Modern Approach:
In this method the employees are allocated certain goals or mandates to be fulfilled in the given
period, which show the overall performance / accomplishments of each employee e.g.
they are asked to collect the deposit of certain amount in the prescribed period. The
performance / accomplishments of all the branches are reviewed at the end of December.
Till yet National Bank of Pakistan, has no computerized system to assess the
performance / accomplishments of employees.

Performance / accomplishments Appraisal Course in National Bank of Pakistan:

The performance / accomplishments appraisal course in the National Bank of Pakistan Ltd. is
carried out in the succeeding manner:
 A work target is given to the employees in accordance with the expectation of the
employers through which employees are evaluated.
 The National Bank of Pakistan develops performance / accomplishments appraisal form at
the beginning of the year and makes it known to all employees about their criteria of
evaluation.
 The employees are observed and checked on that fixed criteria for certain period of time say
1 year or 6 months and their points are scored at the end of that period.
 It establishes the assessment of performance / accomplishments and the progress against
work expectation.
 This prescribed documentation of performance / accomplishments through completion of
the Performa provides a tool for evaluation of the work of each employee.
 Subsequent completion of the form, they discuss the appraisal with the employees.

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  At the end, appropriate action is recommended in accordance with the appraisal of
employees.
 Report is submitted by the manager to the higher authorities about the evaluation of
employee from various dimension, which help them to award them with increment or to
stop their increment for the coming year.

Proposed Strategies for Improving Performance / accomplishments Appraisal of National Bank

of Pakistan:
Normally performance / accomplishments appraisal is carried out by mutual understanding of
employees and employers where few achievable mandates are set and the performance /
accomplishments is evaluated by scoring certain points from the factors which are
derived from segmentation of the task and finally the results are obtained from
accumulation of the points achieved during a set period of time. The high or low score of
each individual employee is used for giving them promotion or increment.

Succeeding are the few recommendations for improving the effectiveness of this method of
appraisal in National Bank of Pakistan:

 The method must be made transparent by using computerized system which are connected
throughout the branches on net, so that overall comparison of the employees can easily be
made and no favoritism or nepotism must be given.
 This evaluation of appraisal of performance / accomplishments must only be used for
motivation purpose and not for penalizing their employees. Those who are able to score
high points must be awarded in such a way that other employees are motivated to achieve
that kind of target in future.
 Those who are not able to achieve 50% of their target must be only given letter reprimand
or warning to improve their work or their increment may be stopped next year if they do not
improve their required result.
 Feedback is also very vital factor for improvement of performance / accomplishments
appraisal of the employees in the National Bank of Pakistan.

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Discipline:
Discipline is the set of rules and regulation for people to follow usually in an enterprise. If
enterprise did not have any discipline and rules about the way their employees must
behave then simply they would be free to do anything they want.

Disciplinary Process in National Bank of Pakistan:

There is a list of disciplinary process which is very vital for every employee to follow these rules
and regulations are
 In National Bank of Pakistan maximum 85% attendance is very vital for every employee.
The National Bank of Pakistan doesn’t compromise on attendance. There are no excuses for
prescribed absentees. If the attendance record of any employee below from 85% then strict
action is taken against him.
 The working hour of National Bank of Pakistan is from 9am to 6pm. If any person is late
from 9am then action is taken against him. If the reason for coming late is prescribed then
no action is taken against an employee.
 If anybody found who misuse the property of National Bank of Pakistan then enterprise
takes strict action against him.
 Every employee must come in proper dress to the office.
 Misbehavior with customers is not allowed.
 Smoking is prohibited inside the enterprise; this rule is applied on the employees as well as
on customers.
 Anything which harms the image and reputation of enterprise is strictly prohibited.
 Taking interest in enterprise activities is the duty and responsibility of every employee

The rules and regulation of National Bank of Pakistan is very simple. They believe in having
comfortable and friendly environment so the employee can enjoy their work. If fewone
tries to break the rules and regulation of the National Bank of Pakistan then manager has
the authority to take strict action against him. National Bank of Pakistan is in the
position to give benefits to their customers and employees under certain discipline that’s
why National Bank of Pakistan doesn’t compromise on their rules and regulation.

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Grievance:
It is a prescribed way of resolving a problem at work. A grievance is a matter connected with the
terms and condition of employment / hiring or working arrangements that affect an
individual directly or affect their personal dealings or relationship with other staff
members of the enterprise. It occurs when employee feels himself that he/she is treated
wrongly by his supervisor or colleagues.

The Grievance process:

It is a course to resolve disputes, problems and misunderstandings associated with the staff of the
enterprise. This process is used in every enterprise and it is very vital for every
enterprise. If employee has suffering from problem related to other employee then he/she
must immediately contact his senior staff for resolving the problem.

Grievance Process at National Bank of Pakistan:

The proper process for every problem is handled in National Bank of Pakistan. If any employee
have suffered from few problem then first of all he goes to the regional manager and
discuss the problem with him subsequent this if the regional manager is not in the
position to solve his/her grievance then the problem is forwarded to be the HR division.
HR division will continue the work on the problem, if the grievance of the employee is
valid then the HR division will remove the grievance and the problem will be solved, but
if the grievance is invalid then the grievance will be rejected.

The grievance process of National Bank of Pakistan is simple. If the grievance occurs in the
enterprise the human resource division will solve it. HRD put all its efforts for solving
the employee grievance. Their mandate is to solve the problem as soon as possible
because grievance may cause damage to the image and reputation of the National Bank
of Pakistan in the market.

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Personal Records Maintenance

Every enterprise needs to full fill the personal records of every employee. Personal records contain
information which is kept on every employee of the enterprise to form an employee
record. Such records are used for the internal use of the firm as well as by the
government and other agencies.

The need for the effective management of personal records arises because the personal data of
employee’s history is very vital to be stored whenever updating is required then the
stored data may be use.

When government and agencies wants detailed of any employee then the detailed must be provided
to them. Personal or work information is very vital for the enterprise it will gives help in
management areas such as recruitment, selection, health and safety issues and in training
and expansion etc.

The purpose for storing the personal records is to gather or use of communicate information about
the human resource of an enterprise.

HR Plan – NBP 25
Dismissal:

It is the termination of the employee’s contract by the employer with or without notice. It is also the
expiry of fixed term contract without renewal.

If an employer keeps an employee in his employment / hiring, but on a various contract the
employer is terminating the existing contract and it will count as dismissal. There is a
specific process for dismissals of employee. Every enterprise has various dismissals
process but the general dismissal process is mentioned below

Friendly Talk:
If the mistake is for the first time and is not so serious then employee must be warn via friendly in
prescribed talk for not repeat the mistake in future.

Oral Warning:
If the mistake is repeated again then oral warning given to the offender. The human resource person
invites him talks to him and warns him again to be aware such a minor actions in the
future.

First Written Warning:

When the mistake is again done by the offender then written serious warning is given to him. The
mistake which offender is doing again and again is converting in to the habit of the
offender to avoid this habit an enterprise gives a written warning consist of the details of
complaints or mistakes to the offender. In this written warning the enterprise warns him
to not repeat this in future.

Final Written Warning:

If an employee making a habit of such type of minor mistake again and again then this action
damages the reputation and image of the enterprise then a final written warning given to
him. This warning letter comprises of the details of the minor mistakes and improvement
of the mistakes. The enterprise strictly warns him to not repeat these mistakes in future
otherwise he/she will be suspended from the job.

Suspension:
If the mistake is strong then the employee may be suspended from the job without pay. Depending
on the level of the mistake the suspension may take up to two months or more.

Demotion:
If the offender is not changing himself then he will be demoted from his post or position. Then this
position is given to other staff member who is perfect for this position.

HR Plan – NBP 26
Need for the Effective Management of Employee Dismissal:
When any employee who found in fraud or in corruption in enterprise then the enterprise used the
dismissal tool against him This tool enterprise thus uses when the problem is serious and
against the laws and regulations of the enterprise. If the fraud or corruption of the
employee is proved upon him/her then they will be dismissed from the job for
maintaining the future discipline of enterprise that no other employee must repeat the
same task in future. The need for the effective management is very vital for every
enterprise because dismissal of any single employee from the job can affect the other
staff members of the enterprise either in negative direction or in positive direction.
Fewtimes the reason of dismissal is not so much serious then they must be warn orally
and allowed him/her to work in enterprise but if the problem is serious then there is no
chance for leaving him without an inquiry. Every enterprise has an inquiry division. This
division takes a check on every employee. If an employee who found to be in fraud then
this inquiry division will start inquiry on that employee. The division will give a written
final warning to the employee before dismissal. The need for the effective management
of employee is very vital because may be fewtime the employee is not involved in such
type of activities (fraud or corruption) and the enterprise clmandate upon him that he/she
is involved in that activities then this action may be discourage that employee and may
be on the basis of that clmandate the employee leave that job rightly. Succeeding are few
stages which are very vital before employee dismissal.
 First investigate that the employee is truly involved in fraud or in corruption.
 Take a check upon the employee for the specific time.
 If under this check he/she found in that activities then send the problem to the inquiry
division.
 The inquiry division will give oral or written warning to that employee but during this
warning the division will investigate him/her.
Subsequent a lot of inquiry or investigation if the employee is involved in those activities then
dismissal letter sent to that employee. At the end the employee must be dismissed from
the job.

HR Plan – NBP 27
Employees Turnover:

Employees Turnover is the rate at which an employer gains and loses employees.
Employee turnover is costly to the company because immediate vacuum is created which
is difficult to fill. Placement of inappropriate person may take place before recruitment
of suitable person. Thus lot of damage to the enterprise may occur in the due course.

Causes of Employee Turnover:

 One problem is the type of the work, if the working environment is not good and there is no
opportunity to excel in the existing hierarchy then it creates the problem of employee
turnover.
 Misunderstanding between the management and workers also leads towards the rise in
turnover.
 The workers join the unions, most of the time unions challenges the management and
creates problem for the workers and thus the management take hard action against workers
and employee turnover increases.
 Employee turnover can increase due to not fully fitness of the employee’s i.e. both physical
and mental.
 When employee changes the job from one industry to another for better wages, it creates
employee turnover in previous industry.
 If an employee is not fit enough for the job and has completed 10 years of service, then
golden handshake is given to them in the form of incentives.
 The bad recruitment and selection applied by the management may leads to the occurrence
of employee turnover.

HR Plan – NBP 28
HR & Employees

NBP offers unlimited opportunities to its employees for continuous personal and
professional growth:

1) Change Management Program: NBP has started an ambitious Change Management

Program to further train its employees to meet the challenges of present day requirements.

2) Training of new staff: Training and expansion are the core issues of HR, which will
ultimately improve our customer service and help us attain the standard of a progressive
bank.

3) Benefits: Besides a competitive financial package, NBP offers excellent working

conditions, job satisfaction, superior leadership, and conductive environment for growth.

Perks
 At present, salary structure of NBP employees is much better than its competitors.
Besides basic pay, succeeding 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

Spot Cash Awards

 They are awarded for extraordinary counter service or adopting precautionary
measures to prevent frauds/ forgeries

Special Cash Awards

 Every year, best performers are awarded with cash awards ranging from Rs.
100,000/-to Rs. 500,000/- depending on the grade of the employee

HR Plan – NBP 29
  Mostly managers are benefited from this award to motivate them for procuring more
business

Career Management

 It is based on the policies of the enterprise keeping in view succeeding factors:

 Resources

 New expansions

 New products

 New policies

 Motivation

 Promotions

 New employment / hirings

 NBP always stresses the need for career management due to its ongoing expansion and
progress to meet the requirement of competitive environment prevailing in the banking
sector

Employee Communication Programme

 Employee Communication is considered a vital tool for employee motivation and

promoting their commitment and loyalty with the enterprise. It also helps the
enterprise to get the employee feedback on vital matters.
 Employee Communication Program has been developed to keep our employees
informed about the Bank's products and services, prudential regulations, system and
controls, compliance of standard process and regulatory requirements, customer
service requisites as well as technological expansions particularly automation in
banking functions.

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 / accomplishments help the
individuals to explore their true potential. As a caring employer the Bank enables the

HR Plan – NBP 30
 employees to excel and grow in highly congenial employment / hiring conditions and
culture. The career path is full of challenges and opportunities. The Bank has absolutely
open culture where members share and communicate freely.

CSR & Community Mobilization

The National Bank is the largest commercial bank of Pakistan and CSR is an integral part of NBP’s
corporate policy. It has institutionalized by creating a separate Division and running a full-fledged
CSR Program to bring positive change and improving quality of life of underprivileged members
of our society. The Prime area of focus for CSR initiatives are Education, Health, Woman & Child,
Special Persons, Culture & relief for affectees of natural disasters.

NBP has awarded with the "Gold Medal on CSR" by Prime Minister of Pakistan on basis of overall
NBP contributions and donations for charitable, social, educational and public welfare purposes.
NBP has contributed in the Health sector by providing financial and Equipment support to MALC
Leprosy Centre, SIUT, Noor Hospital Chakwal, Ghulab Devi, Lady Willington, and Ganga Ram &
Bolan Medical Hospitals. Bank also organizes Medical & Eye camps countrywide for free
treatment of Underprivileged patients
.
In 'Education' sector, NBP is working on a major project mandateed at expediting and facilitating
socio-economic expansion through the spread of knowledge and skills at the grassroots level. Bank
is supporting financially to "The HUB" "KSBL" "IBA" Taaleem Foundations school in
Baluchistan, TCF School at Nawabshah and Children Care Foundation Lahore. Under NBP
Scholarship Program more than 100 students belongs to Hunar Foundation, IBA Sukkur, PAF
Sargodhian Sprit Trust and Academy INFAQ Foundation and Children Care Foundation Lahore are
getting financial assistance. At provincial level Bank runs school & college Volunteer Training
program (MOVE) in collaboration with FESF (Family Educational, and Service Foundation). Bank
Sponsored Cultural events like All Pakistan Folk singing Mela at Faisalabad and Aalmi Mushaira at
Arts Council Karachi.

NBP pays special attentions to Special person and distributed more than 600 Wheel Chairs, White
Cans, and organize sporting activities at National Level. Bank initiated project "Empowered
Women and Empowered Pakistan" vocational training to help needy and poor women especially
women of rural back grounds. This project open and conclude in 2 centers of each province of
Pakistan.

Culture

NBP through its initiatives sponsored various cultural events with the support of NGOs &
organizers. The noteable events supported by the bank was Allami Mushaira at Arts Council
Karachi, Naat competition for blind at Larkana, Pakistan Folk Singing Mela at Faisalabad, holy &
Christmus Festivals. Among others.

HR Plan – NBP 31
Health

Health is the neglected sector in Pakistan. People living in rural and remote areas mainly depend on
primary health care facilities, like Basic Health Unit and Dispensary provided by the public sector.
However, due to Shortage of equipment, Doctors, nursing Staffs and depleted infrastructure of
buildings, the health care delivery system in Pakistan has unable to bring improvement in health
care facilities.

NBP contributing whole heartedly in the 'Health' sector Through financial & Equipment support to
hospitals like Marie Adelaide Leprosy Centre (MALC) Sindh Institute of urology
Transdispositiontation (SIUT), Afzal Thalassemia hospital (AMTF), Noor Memorial Hospital
Chakwal for construction of Lab & X-Ray facilities; Ghulab Devi, Lady Willington, Ganga Ram &
Bolan Medical Hospitals. NBP in partnership with various NGO’s organizes Medical & Eye camps
country wide and provide free treatment and Medicine to Underprivileged people living in remote
areas.

Women & Child Welfare

NBP provides support for events organized by various NGOs for the welfare of Women & Child
who deserves due respect and recognition. Vocational training to help the needy and poor women
food distribution to orphan children are held on various occasions.

Special Persons
Donation & Equipment Support
20 Wheel Chair Muzaffarabad Physical Center(MPRC)
20 Tri Cycle Mirpurkhas (Gulistan Mazooreen)
20 Artificial Limbs HASWA, Karachi
10 Wheel Chair Special Education Center Mian Channu
10 Wheel Chair Dar-ul-Sukun.Khi
20 Wheel Chair Disabled Welfare Association Khi
20 Tri cycle Chair D.W.A,Society - Multan
20 Wheel Chairs D.W.A,Society - Mianwali
60 Wheel Chairs Kays-e-Kazah - AJK & Haripur.
Donation Hassan Academy Special Edu. Karachi

HR Plan – NBP 32
Cultural Ethics

NBPs cultural ethics are the prime pillar which defines its existence in the first place and is to
define the commitment that the Bank expects of its employees to know in clear terms what
acts, conducts and practices are considered ethical, and clearly describe the appropriate behavior
that all employees are required to adopt in order to safeguard the reputation enjoyed by the
Bank and its subsidiaries, both in Pakistan and abroad.

The mandatory ethics to be followed NBP employees is based on the succeeding six principles.
These principles have to be deeply ingrained in our personalities and displayed in our day-to-
day interaction with colleagues as well external customers. They must…

 Act honestly and with integrity

 Comply with the law
 Treat others with respect
 Safeguard the confidentiality of information
 Avoid conflicts of interest
 Respect the enterprise

Everyone has a right to expect that NBP employee will act with complete honesty, integrity and
fairness in all regards. The Bank views these fundamental principles as vital. As a financial services
enterprise, whose success in the marketplace depends upon the highest standards of ethical
conduct, the Bank views them as especially critical.

For example, when an employee engage the services of others for NBP, such as accountants,
attorneys, or other professionals, or when you purchase supplies or equipment for NBP, your choice
must be made on the basis of the quality of the service and the competitiveness of the price.
Remember that our reputation depends on your exercise of fairness and good judgment.

The laws of Pakistan shall always be obeyed by all NBP employees. At no time NBP employee will
we participate in any illegal activity or activity that may appear illegal, including activities outside
our functions, and we will always comply with the legislation and regulations applicable to the
Bank (the “Law”), in accordance with the law of land (i.e..) the law of the land the employee is
stationed at)”.

NBP requires objectivity in employee’s dealings with others and in our decision-making. You must
treat all clients, incumbents for employment / hiring, colleagues, suppliers and others, kindly, fairly,
courteously and respectfully.

NBP does not tolerate discrimination in any form, or any dishonest, unethical or inappropriate
behavior. NBP's policy is to ensure a harmonious environment with equal employment / hiring
opportunity for all, regardless of age, gender, race, religion, color, national origin and marital status
and that client and prospective clients are not discriminated against on a prohibited basis. If

HR Plan – NBP 33
employee believes to have experienced any form of harassment or discrimination, report it
immediately to your supervisor/In charge or to HRM&AG.

NBP expects from its employees to treat information entrusted by our clients and employees as you
perform your duties for NBP as confidential and privileged. This includes information relating to
accounts and loan balances, information concerning the management, financial condition and
future dispositions of our clients' businesses, employee salary information and information
obtained in the course of fiduciary relationships. You must not disclose confidential information to
anyone either inside or outside NBP who does not have a clearly legitimate need and right to know
the information.

The employees of the banks/DFIs are strictly prohibited to disclose the fact to the customer or any
other quarter that a suspicious transaction or related information is being or has been reported to
any authority, except if required by law.

As part of employment / hiring responsibilities NBP expect employees to act in a way that
contributes to the financial success of NBP, enhances its reputation and fosters its client
relationships. This requires you to look subsequent your own private financial interests in such a
way that you do not profit improperly from your position with NBP.

As part of your employment / hiring responsibilities we expect you to act in a way that contributes
to the financial success of NBP, enhances its reputation and fosters its client relationships. This
requires you to look subsequent your own private financial interests in such a way that you do not
profit improperly from your position with NBP.

HR Plan – NBP 34
Customer Innovation & Change

Below are very few of NBPs past technology initiatives but there are major ones like
(Islamic banking, online banking, mobile banking, prepaid cards, fund transfer on ATM and
all customer touch points etc.)

 With its 1341 online branches, NBP has become the largest bank with 100% online branch
network.

 NBP has embarked on an endeavor to implement its Core Banking Automation across all
salient areas of its business including Consumer, Corporate, Treasury, Trade, HR and
Finance which shall enable the bank to provide superb customer services as well as
ensuring efficiency across its attributed business functions.
 Deployment of state of the art Loan Origination System encapsulating paperless approval
mechanism and workflow management product suite called Theta – Origins to serve as a

HR Plan – NBP 35
 vehicle to initiate, approve and disburse over 83 advances products across the bank’s
customers. Theta is in course of being deployed across multiple NBP branches and regions.
 NBP has been able to complete its first phase of Internet Banking solution, which is already
in course of rollout.
 NBP has increased its number of ATMs to 375 in 2013 that was 254 in 2011.
 Automation and centralization of EOBI pension payments to facilitate EOBI pensioners to
withdraw pension from any NBP branch.
 Centralization of local remittances like DD, MT, PO for every branch that enhanced
security and reliability of system and improved efficiency by eliminating the manual course
es.
 Enhancement in EBS to automatically incorporate IBAN in statement of Accounts.
 Data Capture module for Govt. Pension System is live in 151 branches.
 SMS alerts services project implemented and made live at pilot stage.

HR Plan – NBP 36
CONCLUSION

Enterprises exist when two or more people work towards achieving common goals. An enterprise
can never be better than the people it hires. Hence we have to get the best to be the best
because the performance / accomplishments of the employees reflects the company’s
image and standing in the market. Better the quality of the employees better the
performance / accomplishments of the company.

National Bank of Pakistan is engaged in several business activities. There are various various
techniques and methods that the management goes through, in order to run this
enterprise. To stay on top, National Bank of Pakistan has adopted modern and up to date
human resource management concepts. They adopted such approaches that they have
been able to keep their employees satisfied and happy for so many years.

This report has highlighted various aspects of human resource management disposition i.e.. HR
Disposition, job scrutiny, recruitment & selection, hiring, dismissal, evaluation and
assessment of employees along with personal recommendation and processs that might
be useful for the National Bank of Pakistan HR management.

HR Plan – NBP 37
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