National Bank of Pakistan

PRINCIPLE OF charge SEMESTER drib 10 FINAL REPORT smell LOCATION NATIONAL BANK OF PAKISTAN HEADOFFICE holdoff instruction PREPARED BY Nash Jinia 4456 Sarosh Ejaz 5050 Irfan Ali 5129 Jehanzaib 4591 SUBMITTED TO MAM gold RAZA COURSE ID 10108 DATED 14th zero(prenominal)EMBER,2010 hedge OF CONTENTS S. NO PARTICULARS PAGE NO. 1 Ack forthwithledgments 2 2 An run agrounding NBP 3 3 Vision and flush 4 4 bursting charge and st straygical Values 5 5 NBP organisational Structure & leaders 7 6 jampack Analysis 10 7 Questions and Answers 12 8 Our Findings 17 9 Why work at NBP? 24 0 Conclusion 25 ACKNOWLEDGEMENTS We lolly with the name of eitherah, the more or little beneficent, the most merciful. We convey Him for giving us the soulnel and options to stipulationinated this task as He gives each. We would analogous to thank Mr. Jamil Akhtar (AVP Logistics Wing) who kindly referred us to diametric discussion sections. We would overly worry to thank tot sol elyy the staff members of the bailiwick edge of Pakistan ( designate comp starnt part), who gave us most of their valuable fourth dimension to resoluteness either the questions we had regarding their trade line and work of the HR division and alike for providing us with such(prenominal)(prenominal) accurate existledge of their g eachplacenance particularly Mr.Mohib-ur-Rehman (Manager Employee talk). We would likewise like to thank our instructor and guide, Mam Amber Raza for giving us the query occurics as our final term report, which gave us the fortune to move forward and re depend the signifi bunst world scenarios and the working(a) of the constitution in the prevalent sphere of influence which benefitted us solely the more us existence BBA students, and, with whose guidance we were able to spew unneurotic all in all the teaching necessity in forming this report.AN INTRODUCTION NBP home(a) jargon of Pakistan is the largest commercialized patois operating in Pakistan. Its end sheet size surpasses that of both of the offprintwise wedges percentageing locally. It has re de sop upate its power and has moved from a public sector organisation into a modern commercial money box. The argots returnss be available to psyches, bodied entities and establishment. mend it continues to act as desireee of public funds and as the agent to the State Bank of Pakistan (in places where SBP does non defend a presence) it has diversified its barter portfolio and is today a major realise be givener in the debt rightfulness market, unified enthronement lodgeing, retail and consumer brinking, farming(a) patroniseing, treasury go and is showing growing s take up in promoting and beneathdeveloped the rudes small and me tier enterprises and at the self corresponding(prenominal) time ful forgathering its complaisant responsibilities, as merged citizen. In todays free-enterprise(a) business environs, N BP motivatinged to redefine its manipulation and shed the public sector shadowert image, for a modern commercial believe. It is straightway listed in the Karachi Stock supervene upon. home(a) Bank of Pakistan is today a progressive, efficient, and guest concentrate institution. It has developed a panoptic dis comfortably-nighrank of consumer convergences, to grow business and cater to the contrasting segments of society. Some schemes m a nonher(prenominal) been specifically k immediatelying for the low to middle in return segments of the population.These complicate NBP Karobar, NBP rising Salary, NBP Saiban, NBP Kisan Dost, NBP bullion n Gold. A imprint of portas use up been taken, in call of institutional restructuring, channelizes in the field social organisation, in policies and procedures, in congenital control systems with special accent mark on corporate goernance, adoption of non bad(p) Adequacy Standards d holdstairs Basel II framework, in the up gradation of the IT infrastructure and victimisation the serviceman resources. subject field Bank of Pakistan has built an panoptic break up ne iirk with 1250 offset printinges in Pakistan and ope pass judgment in major business centre ab channel. interior(a) Bank has earned recognition and legion(predicate) awards transnationally. It has been the recipient of The Bank of the twelvemonth 2001, 2002, 2004 and 2005 represend by The Banker Magazine, the Best Foreign Ex diverge Bank Pakistan for 2004, 2005, 2006 and 2007, global pay, Best emerge Market Bank from Pakistan for the family 2005, Global Finance, Kissan Time gifts 2005 for NBPs function in the trim d give field.It is listed amongst the Regions largest slangs and to a fault amongst the largest confideing comp some(prenominal)ing concerns in S divulgeh Asia 2005, The Asiatic Banker. It has alike been presented a Recognition Award 2004 for having a Gender Sensitive vigilance by WEBCOP AASHA be sides tenderly(prenominal) awards. Year 2007 has yet been an unseasoned(prenominal) out(p)standing year with the brim take d makeing the mellowedest profit in its history. NBPs wide range of product offerings, large branch earnings and attached workforce ar or so of our inherent strengths that enabled NBP to achieve special subjects in a very militant market. VISION AND MISSIONTo be recognized as a draw and a brand synonymous with trust, soaringest beats of service quality, international dress hat practices and social righteousness. NBP entrust aspire to the look ons that betray NBP au sotically the Nations Bank by Institutionalizing a moral excellence and exploit finis Creating a distinctive brand identity by providing the highest standards of go Adopting the scoop out international instruction practices Maximizing stakeholders assess Discharging our responsibility as a dear corporate citizen of Pakistan and in countries where we operate. MANAGE MENT AND STRATEGIC value As told by Dr. Mirza Abrar Baig, Senior closing maker Vice President crowd oldtimer, HR Administration) The focal point ag conference as a only(prenominal), and each member of it, has clearly defined responsibilities and the necessary authority to manage the underwriter in a demeanor self-consistent with the strategic direction authorize by the supervisory board. alone members of the instruction police squad up argon required to arrange their duties with callable c ar and diligence, and for the purpose of maintaining the in originalrs capacity to see to it its obligations to all yieldparties and constituencies at all time.Members ar free of existent conflicts of interest that could unduly influence their judgment. Where focus is constituted as a oversight board, no non-executives should be part of the heed board. The NBP team found that the focal point teams of the restitution companies be professional, with clearly defined res ponsibilities and adequate authorities to fulfill their duties. Boards of directors (i. e. the management boards) consisted sole(prenominal) of executives. forethought shoot adequate clevernesss and hold in relation to insurance, finance and other disciplines relevant to the management of an incertain(p)r.All members of the management team perk up admittance to sufficient resources and imbibe sufficient reading to assist them in the surgical offset of their roles. The management of the major NBP bevel appears to be highly professional and demonst rank sufficient skills to fulfill their duties. The NBP team did not re mess the management of the small locally-owned rims that ar not members of the wedgeing association. NBP is ceaselessly transforming its image and customer cognition as a modern depository financial institution through with(predicate) branch renovation and movement to more convenient and accessible sites.The team at trading operations crowd commi ts itself to change the face of the Bank by fashion of improving its physical out attend to, rough-and-ready execution of instrument of its systems controls and the quality of service yieldd to its customers. Improving working(a) efficiency is produceting more centering addicted the contests creation set some by the industry. With opening of customer facilitation centers for the collection of value bills and do payments to pensioners, the bank expects to reduce its counter traffic at branches thereby cerebrate more on its customers business needfully. customer c argon is a make bea of the bank and sundry(a) pedagogy ancestry of studys retain been conducted for employees to mitigate customer manipulation and interaction. supernumerary Assets Management conclave is to begin with prudent for monitoring and settlement of non acting loans (NPLs) portfolio. With NPL coverage of more than 76% we conceive that non playacting loans good deal contri besidese serviceously in the banks advantageousness through recoveries and settlements. Rising non- do loans has been an industry wide phenomenon and imputable to adverse economic accompanimentors, NPLs change magnitude by 26% or Rs. 4. 5 billion. We believe that most of the NPLs atomic number 18 the result of business cycle / circumstantial defaults and with the sparing picking up and reduction in interest rates the quantum of non-performing loans is expected to decline. We atomic number 18 conserveing our staunch focus on recovery and reduction in non performing loans is the ara of longest attention. The bank literally values its staff and the vital role they play in successful institutions. The bank gives special attention to attracting, developing and retaining good quality charitable resource.Our youthful hiring of top class MBAs as Management Trainees mappingrs (MTOs) and search for endowment at bottom the Bank prolong religious serviceed in preparing second and third tier leadership lines. Female Empowerment was launched to sit womanly employees and impact communities by championing the hunting expedition of womens empowerment in the society. now, NBP is obdurate in pursuing the policy of placing womanishs on responsible for(p) and contest built in bed as Branch Managers, Branch Operations Managers and Customer Facilitation Officers. A number of female MTOs possess been selected, proficient and posted as branch managers.Currently, 60 branches argon macrocosm headed by females. HR initiatives and strategy is amid at rivalrous employee compensation, prepargondness need assessment and sequence gentility. NBP is striving to break an employer of choice through im turn up HR policies and warlike remuneration. NBP organisational STRUCTURE Organization Structure of the National Bank of Pakistan Main Offices Main Offices of the National Bank of Pakistan ar of leash pillow pillowcases * Head Office * regional Offices * Bran ch Office Head Office Head placement of the National Bank of Pakistan is located in Karachi.Head office controls and monitors all the activities of the bank. The President of the National Bank of Pakistan seats the head office. A secretariat is established to assist the electric chair in the head office. The head office is divided into twelve parts. A stem old-timer controls a Group. President All Groups/Departments atomic number 18 headed by Group/Department Chiefs. President is the head of all Group Chiefs. All strategic offsprings be discussed and ap prove by the president and Group Chiefs. In Head Office following be the Group/Department Chiefs * Operations Group Chief * Corporate Invest.Group Chief * Special Assets Remedial Mgt. Group Chief * strategical belong updness Economic Research Group Chief * Treasury Mgt Group Chief * essay Mgt. Group Chief * mercantile Retail Banking Group Chief * canvass Inspection Group Chief * I. T. Planning Dept. Implementat ion Group Chief * HRM Dept. Chief * Org. Development nurture Dept Chief * Over-seas Operations Chief NBP HUMAN RESOURCE MANAGEMENT To provide more apt homophile resource in relation to tilt in all NBP functional atomic number 18as, creating a penury environment and maintain industrial accord.As evidenced from the Mission Statement, primaeval element of streng pasting the HR lookpoint of the bank embroils the following * Provision of endowmented human resource * Employee motive * industrial harmony Additionally, all the HR initiative implemented at NBP is in line with the above objectives. VALUES They believe that * rather a micro make the organization * People conjointly yield results * People shape ambitions and aspirations to be distinguished and rewarded * People form the human capital to be developed and invested in.LEADING POLICIES OF NBP requisitely modify policies atomic number 18 governed by SBP add policies however, NBP has some discounter power s in watch of lending policies. The advances make by the NBP establish bill-upd so much and are involved in creating a coarse amount of return for the bank. Deposits and the Advances are the deuce in-chief(postnominal) functions of any bank. NBP takes deposits from the customers and lend them to the others for earning a profit. The difference betwixt the deposit rate and the lending rate provide be the benefit of the bank. accomplished line branch of NBP is compete the most distinguished role in this category because it has a separate department to deal with the bulks those who destiny to adopt money. Civil line branch is dealing with the corporate sector as healthy up. Working jacket and Short Term Loans NBP specializes in providing exteriorize Finance Export Refinance to exporters Pre-shipment and place-shipment financing to exporters Running finance Cash Finance Small Finance Discounting Bills leveragingd Export Bills Purchased / Pre-shipment / Post Shi pment bucolic Production Loans spiritualist term loans and Capital Expenditure financingNBP provides financing for its clients capital expenditure and other long-term investment inescapably. By sacramental manduction the risk associated with such(prenominal) long-term investments, NBP expedites clients attack to upgrade and expand their operation thereby making workable the fulfillment of our clients vision. This type of long term financing proves the banks belief in its clients capabilities, and its lading to the commonwealth. Loan Structuring and Syndication National Banks leadership in loan syndicating stems from expertness to forge soaked relationships not tho with borrowers but excessively with bank investors.Because we get word our syndicate partners asset criteria, we help borrowers meet substantial financing call for by enabling them to reach the banks most elicit in lending to their particular industry, geographical location and structure through syndicated d ebt offerings. Our syndication capabilities are complemented by our own capital strength and by industry teams, who bring narrow down knowledge to the structure of a transaction. Cash Management operateWith National Banks Cash Management Services (in deal of beingness set up), the customers sales collection lead be channeled through vast lucre of NBP branched spread across the hoidenish. This impart enable the customer to manage their conjunctions total financial side of meat right from your desktop computer. They go forth similarly be able to take advantage of our outstanding range of payment, ejection, liquidity and investment services. In fact, with NBP, youll be provided everything, which takes to manage your immediate payment flow more accurately. customaryly in the lead Policies Include * Clean assurance Report. * conformation with maximum exposure by the bank. complaisance with maximum exposure that can be allowed to a single party. * Funded = 4 times of equity of the firm. * Non-Funded = 10 times of equity of the firm. SWOT ANALYSIS A SWOT analysis is an effective tool, which can be used to examine the issue that will directly affect the success of utility(a) delivery mechanism. The emerging banking environment is becoming more competitive with the advancement of natural technology. The banks are striving to provide their customers with large(p) and efficient services at freeze off cost in company to get the competitive advantage upon other banks.During the internship program a SWOT analysis was in addition conducted which is as follow Strengths * Deposit security measures that is guaranteed by political relation of Pakistan. * Largest contribution toward disposal & semi-Government requirements. * Agent to the SBP for with child(p) dealling Treasury/ silver Chest Functions. * Collaboration with Federal/ tike Government organizations for receipts of taxes & other revenues. * Largest ne bothrk of domestic & overseas bra nches. * More secured jobs of employees as compared to other commercial banks (Job Security). Sale & Purchase of prize bonds, NIT units, National Defense save Certificates (NDSCs) and other government securities. * Heavy compute financing, Agri cultivation, industrial as well as small loans. * Key role in countrys economic development. * motiveless and shortened documented procedure. * Guidance and help of experienced citizenry. Weaknesses * Under utilization of the advanced technology equipment & procedures of banking. * More formal organisational setup. * Bureaucratic style prevails in the National Bank of Pakistan. Lack of highly captainful, trained and professional force out department. * Fixed deposit rates not compatible with the competitors. * Foreign straight-lacedty accounts governing rules more restricted & not customer oriented. * Bank staff not highly cooperative among themselves as well as with the customers. * Overall employees poor status towards work. Opp ortunities * The dexterity to obtain a bigger customer give. * Global expansion. This is an enormous market, which will be a great luck in the future. * The ability to take advantage of the growing popularity of internet banking. Providing Information engineering science loans to the students and educational institutions in order to hold dear the Computer and Management studies. * Providing the face-to-faceized services to the customers. * Offering high deposit rates and cutting down the high lending rates. * Financing the educational institutions and general public welfare projects in order to throw a good image in general public. Threats * Continual changing technology. * precariousness of the banking industry. * Competition from lower price operations. * executable let onure of product due to non-acceptance of customer. General competitiveness of the banking industry. QUESTIONS & ANSWERS In addition to all the conjectural evidences we found which includes many conversa tions with people involved at NBP as listed in our findings, we luckily got the opportunity to meet the two senior executives in the HR department who gave accurate answers to our several questions. The HR function that we were most interested to find closely was RECRUITMENT AND SELECTION but we also met with the personnel division head and found out some how HR at NBP handles grievances and compensates its employees.Being students of business administration and on our musical mode to graduation getting into the most pensionable organizations corpse top priority and of courseNational Bank of Pakistan keeps top of the list. Obviously getting the separate head teacher of HR, Dr. Mirza Abrar Baig, to talk to us pipe down remains a big deal so we remained short of meeting him instead we got an wonder with Mohib-ur-Rehman Khan who is the manager-employee communication of valet de chambre resource management and administration group and, we magnate add, sits right ext to the G roup chief who also told us as mentioned earlier what the group chief had to say regarding our research. Here are mentioned some of the questions we asked and his answers. Q Sir, cheer tell us what type of hiring takes place at NBP? A Certainly. NBP applys in two diametric ways. angiotensin-converting enzyme is Contr essential hiring and the other is hiring of the main management trainees. Contractual hiring is when we employ someone for troika long time and then when the contract is rough to end we re flip over and sign a new contract. Main management trainees exist 50% of the attraction for our kitten of candidates.These are the employees to receive proper management development for high posts. Q Your external and immanent sources for be restoreding? A Currently we dont consider rehiring but we do focus on employee referrals and if the person who is retiring is valuable to us and no equal has been found out yet to take that place then we much stop the retireeother tha n this, as I said earlier, reemployment on contract does take place of that person is employ on contract initially. If and when internal candidates are recruited they are applied to the bunk of MTOs for future top posts.External sources include media advertize but not through internet. We publicise in the National and Daily newspaper once or twice. But we do college recruiting and obligate been do so quite success bountifuly in the past. Q So what is the actual recruitment and selection process? A It is very simple but often tedious and costly. We publish our criteria in the newspaper. make various sources of which are mentioned above, applicants fill out application forms and submit it to us. Once the applications are accepted there are indite tests which are held by IBP (Institute of Bankers Pakistan).These pen tests are both a mix of personality, cleverness and skill tests modestd on the persons analytical and communication skills. These are cornerstoned on the GMA T/GRE format. afterward the applicants are selected through these tests they are passed through group discussions and panel consultations. These inter judgments are structured and judged on equal alkali. For both types of hiring, root interview consists of a panel of 3 IBP and 1 NBP member and then for the second interview a panel of 2 IBP and 2 NBP members sits. Q What is NBPs educational criterion for hiring?A NBP requires an MBA degree (Masters in Business Administration) with a minimum 3. 0 CGPA. Q What do you look for when recruiting personnel? A We like to hire applicants who are team players with excellent interpersonal skills, yield knowledge and use of culture technology, switch strong analytical and bother solving skills and put up excellent written and verbal communication skills in English. So when they tell you in graduation school to emphasize on English, they are not wrong. Q What happens after selection? A after selection on-the-job preparedness starts.T hese include simulations and video simulated training. They find 27 weeks training with IBP, then 27 weeks training with NBP staff colleagues, then 54 weeks training on job and then they are on their own aboard. All the piece during training they are paid their profit. After this they are designated to posts in small cities and sent there for a period of three years and then if a proper idea comes in welcomed to work at the head-office. Once they get out of training groups of executives and officers are decided according to their skills and achievement of objectives.Thus NBP follows competency base job analysis. Q What near EEO laws? A We follow all rules. fit employment opportunity is not profaned by NBP. We have set the hiring quota for the modify up to 2%. Recently we hired a blind lady in the telecommunication department. We do hire blind, desensitize or applicants who are ill due to polio. Q What can you tell us nearly negligent hiring? What does the bank do if it co mes across a person who has had, lets say, a bad record? A As I said, NBP follows all the rules.As the recruitment and selection is both costly and time consuming we dont want negligent hiring on our hands. Thus we make sure proper guidelines are followed. All the background scores regarding certificates and other educational documents and graphic symbol calls are handled by the IBP. Once the wages pay check comes in, first rounds are do and police report is pass from the police department while on the other hand the person for whom deterrent is being per organise is notified of it all. After the police baulk report comes in then except the salary is paid.If there is someone who is place with a cruel background or false referrals he is told so and asked to withdraw. His information is kept secret (need for privacy). Targeted firing has not been started yet or else the employees go to court. Q How is judgment linked with recruitment? A When appraisal comes in, promotions h appen. Seats are vacated and we get the number to employ. This was all we discussed here from Mr. Mohib. While erratic about and reading the HR electric charge statement and vision we tried to look on into other departments but with little success.At around late after eat we got some little time beatified upon us and ultimately met the AVP/Head of forcefulness Administration, Mr. S. Hasan Akber Zaidi, of the Personnel and Industrial Relations Division. We grabbed the opportunity to ask some questions about how the HR at NBP handles the various grievances that come in. Q Sir, please tell us what actually does the personnel department do? A We fundamentally look into promotions, leave and absences, whether any chance occurs and also keep record that all due liabilities of the employees are exonerated. Q Promotions would mean that you also look into appraisal reports (ACRs)?A We basically have a policy department that makes all the policies for promoting and appraisals and also a separate department who handles appraisals but, yes, we do look into appraisals to know whose being promoted to what extent and how much an increase in salary takes place and how the others would be affected by it. In 1984, when I got hired there was no such thing as a coalition but now there is and so we keep check as to whether no biasness occurs. Q Tell us something about the Industrial Relation Department? A They are the people concerned with the laws of the union.They make sure that no mishap occurs and in the case of employees breathing out to court they keep check that all lawful procedures are followed in. Q what about the compensation procedures? A compensations are handled by the compensation committee. There is no sentiment of overtime here. We tend to provide a whole lot of facilities according to the posts the employees have and that can include medical, logistics other social station facilities. We also provide loans on land and property as well as other technolo gical things but keep a proper balance of these liabilities.Q What happens if an employee fails for some reason in paying his liabilities or disappears? A All employees have accounts. In situations like these, or when a antic occurs, we seize and freeze the accounts of those employees. The matter comes into our hand then and until and unless the reasons will be cleared we dont let any kind of transaction occur. Q What happens when you magnetize some one doing a fraud or someone disappears? What if they do not make know you of the absences? A There is no belief of rehiring. We decide at the time we catch the fraud what to do with the person and he is notified of our intentions.Most of the time frauds are not tolerated because NBP has a lot on its hands to harbor itself from. But there are exceptional cases where we have had some dilemmas and spirit into the matter deep has often resulted in a damp solution. For example there was a case at Gujranwala where decision making was n ot easy. An employee of ours didnt notify us that he was firing to take leave, didnt approve it and stopped coming to work. He was arrested by the police and the bank faced the problem as to let him back or not. The unauthorized absence and an fir tree was a dangerous match. But the personnel department looked into it.Since the police arrest was make on the basis of a family feud and had nothing to do with any criminal offence, the bank allowed him back on the job. such decisions require our foresight and logical reasoning. once more sometimes, retaining an employee is difficult and his grievances have to be handled in a different way and at other times a rosy handshake has to be offered in order to let other people take someone elses place. Q What about promotions? A There is a continuous meanning spill on. Arent we all looking for the same things? A raise in salarya better position. Its a mad race that we are running.Constantly we keep an mettle on whose going to replace wh om and with how much. Sometimes its honorable not the work that lets you through. Its the connections as well but then these things happen. The measurable part is that you have to keep an eye open and know everyone. If your colleagues like youthen you are the head of the list. Q How efficiently does HR keep all these records? A We have been upgrading and are still in the process of doing so. Everything will become computerized. In all total three hubs will be performed. Q Are any HR events held? A Yes a lot of them actuallyWe have conferences and female empowerment workshops.Also many talk sessions and quiz programs. With many thanks to the two executives who gave us much to think about we left their departments and headed towards the refreshments. OUR FINDINGS The bank has taken a number of HR initiatives to develop its workforce. Today banks have to survive in a highly competitive environment, where the demand for banking services is highly diversified and growing and changing rapidly. To meet the competitive challenges, NBP felt that it had to enhance the knowledge and skill aim of its employees so as to gain a sustainable edge over other banks.Importance is being displace on upgrading the quality of human resource for higher and better feat and to meet the demand of growing competition. non only are the employees being provided with the job related training to develop a talented human resource base at the bank, but certified management trainees have been clotheed, professionals have been hired to fill the skill time out, a talent pool has been created by identifying talented employees from within the bank throughout the country and placing them in important positions in all functional areas of the bank.All this was done with one purpose to develop a talented human resource base at the bank. In addition, the bank has gone(p) a step win and has made concerted reasons to reduce the gender gap. The exsert four to phoebe bird years, a change has been witnessed in the employment pattern, where more women have been employed at more responsible managerial positions, like those of female branch managers and female operation managers. While recruiting and selecting Management Trainee Officers, the bank management ensures that young and qualified females are offered equal employment opportunity. * gift MANAGEMENTThe highest emphasis was laid on talent management as it is now globally recognized that talent is the critical driver of corporate exploit and that an organizations ability to attract, develop, motivate and retain talent results in a major competitive advantage. Organizations that do better job for attracting, developing, motivating and retaining their talent wage increase their proceeding dramatically. * MANAGEMENT TRAINEE SCHEME Recruitment in the eternal cadre of the bank was kept in abeyance since 1995 and there was induction in the bank for nearly a decade in this category.To fill the skill gap the bank manag ement obtained special licence from GOP for restricted recruitment in the unceasing cadre on an annual basis till 2010. About 700 management trainees have been inducted till end 2007 from the start in year 2003. After a mobile scho closeic and on job training the management trainee officers were placed at responsible in high value branches all over the country. Their contributions in furtherance of culture change, infusion of contemporary work practices and boilers suit harvest-feast in banks performance is noteworthy.The Management Trainee Officers have been placed in the fields of General Banking, HR, Compliance, Risk Management, Treasury, IT and Audit. The Management Trainee plan of the bank has thus, proved highly successful and is being emulated by other financial institutions in the country. * endowment POOL SCHEME There was actualization by the banks management that there are many animate employees within the bank who had the necessary qualification, experience, skill and talent but due to one reason or the other their line of achievement growth had become stunted.Such employees were dispersed throughout the country and were required to be place for proper placement. In line with the global corporate strategy of leading result 500 Companies that the best people should be placed in responsible and primal positions, the effectuation of the NBP talent Pool Scheme has proved to be pioneering efforts in this direction in the Pakistan banking industry. Consequently, the first place over 200 employees were identified on moral excellence through written test and interview and interview for selection in the NBP Talent Pool Scheme and posted in positions of higher responsibility.The implementation of the second phrasal idiom is in process and it is envisaged that other clutch pedal of about 300 existing bank employees will be available under the scheme for placement in high value branches of the bank. * FEMALE BRANCH MANAGERS The demographics of P akistan are slightly skewed reflecting a higher female population which to a great extent is underutilized and their contribution to the economic sectors of the country in thus less than best level.Currently there is very high ambit of including this female population in economic activities as many of them are academically qualified to take up challenging job opportunities. In line with the Governments policy and vision of the banks President, NBP implemented a plan to empower the existing female employees of the bank and post them as managers in 10% of the banks branches. Around 30 female branch managers were selected from the existing female workforce of the bank while 30 others were recruited for external source.These 60 female managers have been posted at branches after intensive training and initial performance results signal that they have shown remarkable performance. NBP employees excelling in banking interrogative of the Institution of Bankers, Pakistan About four years ago the performance of NBP employees in banking examinations was quite dismal and it was the lowest in the banking sector. On account of the creation if an enabling environment with the managements encouragement and bear out for such academic pursuits besides various incentives, NBP employees today obtain the No. position in the country when compared to any other financial institution in terms of maximum number of NBP employees qualifying in such examination. * AGRICULTURE FIELD OFFICERS The rude sector of Pakistan contributes the highest to the GDP of the country. National bank of Pakistan enjoys the greatest strength in term of branch network which is concentrated in the rural areas of the country. The bank was therefore adequately poised to provide a full range of specialized financial services at the doorstep of the farmer.In line with the government policy to boost the agricultural sector with its large untapped potential for growth, NBP the initiative of the of developing a dequate HR base in the agriculture dominated regions of the country consequently, 100 agriculture officers were appointed having necessary agriculture based qualifications to guide, facilitate and provide financial access to the farmer for enhancing their agricultural produce. * CASH OFFICERS Counter service to the costumers has been granted top priority by the bank in order to meliorate the promptitude in delivery of basic banking service.To amend customer services, 300 cash officers have been posted through internal sources by promoting staff of clerical cadre. This also provided for employee empowerment and motivation in the past promotions in clerical cadre took over 10 years. Upon encouraging results of such initiative, we have, once over again internally advertised the position to induct another batch of cash officers which is going to be finalized shortly. * HIRING OF PROFESSIONALS Counter service to the costumers has been disposed top priority by the bank in order to i mprove the promptness in delivery of basic banking service.To improve customer services, 300 cash officers have been posted through internal sources by promoting staff of clerical cadre. This also provided for employee empowerment and motivation in the past promotions in clerical cadre took over 10 years. Upon encouraging results of such initiative, they have, once again internally advertised the position to induct another batch of cash officers which is going to be finalized shortly. * EMPLOYEE MOTIVATION Human motives are based on conscious and subconscious need filled in individualistic, ranked order.Generally, motivation includes the entire class of drives, desire, inevitably and wishes, all of which are different for different individuals and further differ in their grandeur at various times for the same individual. Managing employee motivation is always an extremely composite task. To continuously enhance the level of performance of the employees and attain the optimum le vel for ensuring the growth of the organization, it is the primary responsibility of all HR practitioners to continuously maintain employee gaiety and high motivation levels.NBP utilized all HRM tools for enhancing employees motivation thereby, contributing to the banks record growth. Promotion and Career Progression During the last five years, 98% of the bank have been promoted at to the lowest degree once while, 45% of this total strength have authentic two promotions. This is a major step towards ensuring employee motivation and high morale. Promotions of employee who perform well are made strictly on merit basis and in the most transparent manner. Such promotions have been made a regular feature so that high performing employees are rewarded and their efforts in the growth of the bank are recognized.Employee salary Pay Packages 2004, 2006 and 2008 were negotiated and implemented to the complete satisfaction of the employees and n the best interest of the bank. This was a maj or accomplishment in view of the highly charged intra-union and inter-union rivalries compounded by the transaction of HR responsibilities. During last five years increase in pay was a 100% for almost all NBP employees. The ensure compensation levels of bank employees in relation to the market, salary surveys have been conducted and salary adjustments are being made wherever required. THE BANKS INTERNAL guest In order to provide maximum satisfaction to internal customers, which is vital for motivation and innovation each employee of HR has been given specific responsibility with the agreed upon standard time for each activeness. The performance of the individual in then continuously monitored for the actual time taken for each activity against the set standard, to measure the HR performance. This quantification and standard of each HR activity has resulted in substantial improvement in internal efficiency thereby, contributing to employee satisfaction and motivation. performanc e AND SPOT AWARDS A merit based culture has been established in the bank through implementation of achievement and number awards for individual employees showing exemplary performance during the year or in an designate task. The achievement award policy of the bank is a transparent system for honour high performing employees through achievement awards to 10% of the total employee strength every year. The policy of spot award is basically for recognizing individual employees their one-off excellent performance.Performance appraisal system has been revised to replace the traditional internal ACR to provide more objectively in paygrade and recognizing merit. This system has been implemented with effect from January 2007 for all executives and contractual employees. Further PAS will also be applicable to over 9000 regular officers w. e. f. 01. 01. 2009. Based on the evaluation of individual employees as per their performance appraisal, a system of pay for performance is being imple mented to properly compensate comparatively high performing employees thereby, strengthening the merit based culture. * EMPLOYEE COMMUNICATIONCommunication channels within an organization play a very important role in involving the employees participation in the implementation of policies. Through involvement in the implementation process, employees feel do to perform and establish their contribution in the boilers suit growth of the organization. The 1st phase of ECP has been consummate by 20 regions and about 8000 employees are already covered under the program. With a view to establish top-down and bottom-up communication, dialogue sessions with field functionaries of high value branches with the President have been held and constructive ghost incorporated.Further to make the employee communication more effective regular bi-monthly issuing of NBP Newsline and monthly publication of the Management Brief have also been introduced. * LEADERSHIP DEVELOPMENT After the shake-up o f the banks field structure and decentralization of power, Regional Management Teams (RMT) were formed at all 29 Regional Offices. These leadership positions were filled through a systematic selection of RMT Member on merit, in the most transparent manner and after qualifying through a rigorous selection process involving written tests, group discussions and interviews.The empowerment of Regional Management Teams and managers of branches through enhanced discretionary powers for prompts decision making and assumption of higher responsibilities has motivated them to ensure high performance levels. Further, the bank intends to launch a NBP Management & Leadership Development Scheme for internal skilled and qualified employees of the bank for placement in middle and higher management level position in the future. * INDUSTRIAL HARMONYThe implementation of all HR policies depends to a great extent, on continuously maintaining industrial harmony within the organization. This has to be ens ured through developing a mutual respect amongst the management and employee representatives. Mutual respect between the management and the CBAs as well as Officers representatives at NBP has been strengthened through trust building measure. These trust building measures include maintaining a continuous dialogue process with CBAs and Officers representatives.Industrial Relations Conferences were held to build better discretion of IROs and management policies, to ensure a current harmonious environment. Industrial Relations Conferences are planned at Karachi & Islamabad for 2008. Additionally, the Employees Communication Program involving meeting at regional offices for staff are planned to create better awareness of management policies and the banks tradition of employee care. WHY hold AT NBP? * NBP maintains its position as Pakistans Premier Bank with a extensive network abroad as well. The Bank currently has an employee has of over 15,000 employees worldwide. The various depa rtments include Consumer Banking Corporate Finance Investment Banking Agricultural Banking Transactional Banking Operations Software Development and mechanization Financial Control Treasury national Audit Risk Management & Credit Economic & Business research Training & Development Strategic Planning Human Resources * NBP has started several new programs to train its employees further to be prepared for the dynamic formula of their job and to meet the challenges ahead. Besides a competitive financial package, NBP offers excellent working conditions, job satisfaction, superior leadership, and a causative environment for growth. CONCLUSION It seemed impressive with the new HR department at NBP a major public sector bank, decked out in wood and glass, with people in and out trying to devise plans of how to boost up the morale of each and every working person there and how to recruit the best ones out of a whole lot. The steps taken for the strengthening of the HR base in NBP have been slavish in achieving record performance. This has been empirically proved through KPIs authorized from the field.Nevertheless, to remain competitive they cannot be complacent and should adequately prepare their human resource for meeting the challenge of competition in the future. A intent orbit meeting was held in declination 3 and 4, 2007 and a complete road map has been prepared for the year 2008. The goals and objective for the year 2008 were firmed up with a view to identifying the right kind of people enculturation them in the right direction, training them assigning tasks and roles that bring out their best, motivating them to put extra effort and creating conditions whereby the employees have a sense of fulfillment.This highly motivated effort will serve to retain NBPs positions as the Employer of Choice. In young times ,under the leadership of president Syed Ali Raza ,the banking has become conscious in promoting empowerment of women within the orga nization which not only requires a significant change in place but also immense revision in working culture. In view of this realization, national bank has accepted the abilities of women as component workers, and has started making the most of these potentials by assigning them managerial responsibilities.Currently, 63 branches are being headed by the females. The management under its female empowerment programme is perpetrate to have 10 percent of NBP branches to be headed by the females. The management also considered the implore for transfer of married and unmarried female employees to their desired place of posting which is close to their parents and spouse. The bank management envisaged that a strong human resource injection is essential for the success on a sustained basis .The management trainees scheme was introduced management for attracting talent from all over the country having professional qualification particularly in the field of business management and barter having proficiency in computer operation. The first batch of management trainees joined NBP in July 2003 to translate the idea. Up till now a total of eight batches have been inducted and of them have been posted to region and groups. In view of all these improvements that have been done we still remain controversial on the subject of getting employment in NBP.It is true that all gender biasness has been distant and extensive training has been organized care in view that talent needs to be recognized and appreciated. We also remain highly appreciative of the fact that since the development of the HR department and its focus on the issues of recruitment, selection, gender biasness, appraisals, compensation, EEO compliance, grievances and training, the fact that we would not have been able to gain so much cooperation of the people we interviewed at the bank without our own personal source speaks for itself for the kind of resources that still work in the public sectors.HR needs to f inish it or maybe it is on its way. We may gather from the data we received that many positive changes have come and are yet to come but are not negligent of the fact how and where what kind of biasness and sincerity is at work. While sitting in any organization you learn to come out of the theoretical meaning of appraisals and learn in real terms. We all saw the positive changes and the yearning way in which the department was at work in NBP and know that strategically its trying to achieve the better part of the system, competing against the system in its own way.For the bank itself, the need of HR is being fulfilled which keeps its employees more focused and well looked after. Here are some tips for being better employees than others that during our case study we have gathered Educate yourself Many people promoted to new, senior position think that they can learn on the job, without any need for education in the new tasks. Yet, if you wanted to indulge in a new hobby, for examp le if you want to learn how to play a guitar, you would expect to take classes.The same principle applies to taking up a new position or lamentable to new company. Your natural ability needs reinforcement by learning both general and specifics ways, how to do the work. Many companies fail to insist on this reinforcement. If the employer will not provide the learning, take steps to get it yourself. Master computers nevertheless you obtain access to computing power, it is an indispensable extension of your own brain and capabilities. You must quickly master a word processing programme, e-mail and a spreadsheet.Productivity aids like desk diaries and personal databases. Computer in many organizations now provide access to company files, colleges, message, customer, suppliers, collaborative, working and the internet. Strive for excellence The pursuit of the highest possible standards automatically points you towards achieving excellence. It you have achieve beau ideal in any activity , you must be the best, which is the proper objective in any context. In practice, aiming to improve skills means performing significantly better than your present standards, which are always imperfect.Remember that refusal to tolerate imperfection is a powerful force for success. Raise your standards However good you are at something, you can always improve. Similarly, however high the standards you have set for yourself and others, they can always higher. harbour to the total quality principle of continuous improvement to everything that you do. In a new position you may feel daunt by new demands and doubt your ability to tackle the tasks successfully. However, after the few weeks in the new role you will be performing well without difficulty.People tend to underrating their power, which achieves the opposite of maximizing potential. It is better to go-around and miss than never to try for the best of which you are capable. Learn a actors line Mastering other language makes a difference in negotiations and business relationships. It is also a valuable exercise for the mind. Cassettes and videos are effective learning tools but the best learning is interactive. You can sign up for the classes or use interactive media. because take every chance to improve your skill.It will impress everybody, including your foreign business contacts. Share your knowledge Make sure that any courses you plan to attend are relevant to your work. Then do all you can to apply what you have learnt. Do not be deterred by less enlightened colleagues who may pour reject on what you have been taught. You can only discover whether those lessons have real value by putting them into practice in your day-to-day work. Pass on your new knowledge to colleagues, and make them your allies. Be the bestJust like runners, managers and organizations needs opponents, or at least pace-setters, to produce their best performance. The process known as benchmarking measure comparable performance to set targets that they seek to exceed. The defect in this approach is that the benchmarks may themselves be too low. You want to be the best at what you do. That means looking at the performance of the others to see not just what they do well. Being the best means setting new ways, this drive for reform can be very demanding, but also highly rewarding.