Hrm Report On National Bank Of Pakistan Business Essay

National Bank of Pakistan is the largest commercial Bank operating in Pakistan. It was established under the Government of Pakistan in 1949. It has redefined its role and has moved from a public sector organization into a modern commercial bank. The Bank’s services are available to individuals, corporate entities and government

In today’s competitive business environment, NBP needed to redefine its role and shed the public sector bank image, for a modern commercial bank. It has offloaded 23.2 percent share in the stock market

National Bank of Pakistan is today a progressive, efficient, and customer focused institution. It has developed a wide range of consumer products, to enhance business and cater to the different segments of society. Some schemes have been specifically designed for the low to middle income segments of the population.

National Bank of Pakistan has built an extensive branch network with 1250 branches in Pakistan and operates in major business centre abroad. The Bank has representative offices in Beijing, Tashkent, Chicago and Toronto.

3.1) VISION:

Our vision is to be the pre-eminent financial institution in Pakistan and achieve market recognition both in the quality and delivery of service as well as the range of product offering.

3.2) MISSION:

To be recognized in the market place by Institutionalizing a merit & performance culture, Creating a powerful & distinctive brand identity, Achieving top-tier financial performance, and Adopting & living out our core values.

3.3) BRANCHES:

PAKISTAN: Here is a list of branch locations in Pakistan in accordance to each province or territory;

Sindh: Dadu, Sanghar, Hyderabad, Jacobabad, Shikarpur, Karachi, Larkana, Mirpurkhas, Badin, Nawabshah, Sukkur, Khairpur, Tharparkar.

Punjab: Bahawalpur, D.G. Khan, RYKhan, Faisalabad, Gujranwala, Sialkot, Narowal, Jhang, Jhelum, Gujrat, Chakwal, Darya Khan , Bhakkar, Lahore, Multan, Murree, Attock, Gilgit, Rawalpindi, Sahiwal, Sargodha, Sheikhupura.

INTERNATIONAL

NBP also has branches in USA, Canada, Germany, France, Bahrain, Egypt, Bangladesh, Hong Kong, Japan, South Korea, The Peoples Republic of China, Afghanistan, Turkmenistan, Kyrgyz Republic, Kazakhstan, Uzbekistan and Azerbaijan.

3.4) BOARD OF DIRECTORS:

S Ali Raza – Chairman & President

Dr. Waqar Masood Khan – Director

Iftikhar Ali Malik – Director

Syed Shafqat Ali Shah Jamote – Director

Mohammad Zubair Motiwala – Director

Sikandar Hayat Jamali – Director

Azam Faruque – Director

Ekhlaq Ahmed – Secretary

4.0) ORGANIZATION CHART:

4.1) CHART FOR DEPARTMENT PERFORMING MAIN BUSINESS FUNCTION:

RMT = Regional Mgmt Teams

RBC = Regional Business Chief

ROC = Regional Operations Chief

RCC = Regional Credit Chief

RHRC = Regional Human Resource Chief

5.0) STRUCTURE OF HUMAN RESOURCES DEPARTMENT/DEPARTMENTAL HIERARCHY:

6.0) HUMAN RESOURCE PLANNING AND FORECASTING:

PLANNING PROCESS:

Determining the objective

Defining skills required to meet objectives

Determine additional human resource requirements

Develop action plans to meet anticipated HR need

FORECASTING:

ZERO BASE FORECASTING:

This method uses NBP’s current level of employment as the starting point for determining future staff needs.

BOTTOM UP APPROACH:

In this method each successive level of NBP, starting from the lowest forecast its employee requirements in order to provide an aggregate forecast of employee needs.

HRM ROLES AND FUNCTIONS:

Recruitment/decruitment

Selection

Identification and selection of competent employees

Orientation

Training and development

Performance management

Compensation and benefits

Career development

7.0) RECRUITMENT & SELECTION PROCESS:

Preliminary CV screening by software

Preliminary interview selected candidates

Entry test and initial interview

HR interview

Selection & Offer

Final Panel / Group Interview

RECRUITMENT:

Source of finding potential job candidates:

Advertisement in newspaper, death appointee, references of current employees.

SELECTION:

Test through IBP, interviews and group discussions.

IDENTIFICATIONS AND SELECTIONS OF COMPETENT EMPLOYEES:

Selecting internees for jobs after evaluating their abilities, matching the candidate’s skills and abilities with pre-made standards.

ORIENTATION:

NBP conduct one week orientation program for the new comers where they are introduce to all department, employees and to the own jobs.

TRAINING AND DEVELOPMENT:

NBP applies on jobs on off jobs strategies to trains its employees

NBP training and development academy advices job rotation to ensure and facilitate to producing all rounder.

CRITERIA PERFORMANCE MANAGEMENT:

devotion Discipline and punctuality

Initiative and drive

Team spirit

Intelligence

Honesty

Interpersonal relationship skills

Creativity and innovations

Flexibility

Loyalty and

Fitness

PERFORMANCE FACTOR:

professional knowledge

Improving corporate culture

Decision making ability

Ability to visualize and plan

Ability to act on emergent situation

COMPENSATION AND BENEFITS:

COMPENSATIONS:

Base pay

Commissions

Over time pay

Bonuses

Merit pay

Stock options

Travel /meal /housing allowance

BENEFITS:

Insurance

Dental

Medical

Vacations

Leave

Retirement

Tax benefits

CAREER DEVELOPMENT:

Information, assessment and training needed to help employees realize there career goals, it is another way of attracting and retaining highly talented people.

Promotions, demotions and retirement

CHANGES BROUGHT IN BY NBP IN HR DEPARTMENT:

Performance appraisals system

Talent pool

Grievance handling

Mentoring program

De-layering

-PERFORMANCE APPRAISALS SYSTEM:

In NBP performance of the employees is evaluated through their work efforts, punctuality, skills, devotion, time and team management in specific projects.

-TALENT POOL:

In talent pool first they asses their potential employees which may be a few out of many then they conduct a specific test in a staff school after that select some of them and these potential employees are offered designation according to their skills and abilities .

Incentives:

10% increase in their basic salary, status increase, give them training and try to increase their potential and abilities.

-GRIEVANCE HANDLING:

Grievances are part of every organization there may be grievance of many kind like miscommunications, misunderstanding, conflicts etc. Now NBP is working on a policy for handling such issues of grievance handling as they have designed a policy for this purpose but not implemented yet.

-MENTORING PROGRAM:

In this process potential senior members acts as mentors, they help in training employees in different departments of organization. This process helps greatly in employee motivation, building skills and increasing productivity of the employees.

-DELAYERING:

NBP has shed his image of a traditional banking institute and moved towards modern management techniques.

Before the induction of delayering approach the decision making process was very lengthy but after inducing delayering approach the decision making process is shortened, It has also quickened the response time for making any decision.

STAFF INVOLVEMENT IN DECISION MAKING:

HR staff have very low involvement in organizational decisions

final decisions are taken by the top management

Due to an autocratic style of management

EXTENT THE EMPLOYEES APPROACH THE HIGHER MANAGEMENT FOR THEIR PROBLEMS:

Extent may be 80% to 85%

Excluding some of the cases where employees may not consult and try to solve their problems on their own

They may be work based problems, transfer problems , personal problems among employees.

MOST PRESSING HR ISSUE FACED BY THE BANK:

The main HR issue faced by the bank is the resistance towards change. The employees working under traditional environment are not easily adopting the changes happening in global banking sector. The government’s possession of the bank for many decades is the main factor towards the status quo.

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