P. 1
13340144 PPT Slides of Internship Report NBP

13340144 PPT Slides of Internship Report NBP

|Views: 3|Likes:
Published by Sumyya Aadeez

More info:

Published by: Sumyya Aadeez on Jul 09, 2013
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as PPT, PDF, TXT or read online from Scribd
See more
See less

07/09/2013

pdf

text

original

VIRTUAL UNIVERSITY OF PAKISTAN

STUDENT NAME mc06040

MBA
HRM

Brief Introduction of the Organization
Overview of National Bank
1- NBP maintains its position as Pakistan's Premier Bank 2- It is the major business partner of the Government of Pakistan 3- It specially emphasis on fostering Pakistan's economic growth through

a ) Aggressive
b ) Balanced lending policies
Continued

Brief Introduction of the Organization
Overview of National Bank
4- The Bank also handles treasury transactions for the Government of Pakistan as an agent to the State Bank of Pakistan . 5- It operates 1,243 branches in Pakistan and 18 overseas branches
( Source : www.nbp.com.pk)

Brief Introduction of the Organization
Business Volume
1. Non Interest based income shows impressive increase of about 3.7 billion Rupees.

2. Administrative expenses increase by 25 % due to training facilities development.
3. Credit rating maintained at AAA by JCR Credit Rating Agency. 4. It has assets of 350 Billion Rupees
Continued

Brief Introduction of the Organization Business Volume 5. Islamic Accounting Principles and regulations of Institute of Chartered Accountants of Pakistan ( Source: NBP Quarterly Report September 2008 Pg No 9-10) . It follows the International Accounting Principles .

Brief Introduction of the Organization Competitors Public Sector • First Women Bank Limited FWB • The Bank of Khyber KB • The Bank of Punjab BOP .

Brief Introduction of the Organization Competitors Private Sector • My Bank Limited • MCB Bank Limited • ABL Pakistan • Atlas Bank • Habib Bank Limited • Saudi Pak Bank Ltd • • • • • Bank Al-Falah Limited Bank Al Habib Limited Askari Bank Faysal Bank Limited Metropolitan Bank Limited .

G. Zurich • • • • • Al Baraka Islamic Bank American Express CITI Bank Deutsche Bank Doha Bank •Corporation •Mashreq Bank PJSC •Oman Bank •Standard Chartered Bank .Brief Introduction of the Organization Competitors Foreign Banks • ABN Amro Bank •Habib Bank A.

Brief Introduction of the Organization Competitors Specialized Banks •Zari Tarqiati Bank Ltd. •Industrial Development Bank of Pakistan •Punjab Provincial Cooperative Bank Limited .

Organizational Hierarchy Chart Hierarchy Of The Organizational Structure PRESIDENT BOARD OF DIRECTOR MEMBER EXECUTIVE BOARD REGIONAL CHIEF ZONAL CHIEF BRANCH MANAGER .

Organizational Hierarchy Chart Head Office .

Organizational Hierarchy Chart Branch Manager Jhelum Branch Hierarchy Corporate Banking Dept Foreign Trade Departments Credit Sanction Dept Credit Administration Department Operations IT Administration Agriclture Finance .

Training Program I was selected to do my internship in National Bank of Pakistan. I followed the training programme in these Departments • DEPOSIT DEPARTMENT • CLEARING DEPARTMENT • BILLING DEPARTMENT • ACCOUNTS DEPARTMENT .

How to collect deposits from customers 2.Introduction to Customers I worked on following types of deposits offered by National Bank 1. Saving bank deposit 3.Training Program Tasks in Deposits Department I was giving tutorial on the deposit department about :1.How to pursue customers 3. Profit and loss saving account 4. Current deposit 2. Fixed deposit .

4. 3.Training Program Tasks in Clearing Department I was giving tutorial on the Clearing department about :- 1. How to perform Clearing of Instruments How to pursue Outward and Inward Clearing How to post the balance after Clearing Advantage of Clearing House Function of Clearing Department . 2. 5.

Scrutiny of pay in slip 5. Outward Clearing ( Another Bank) 3. Clearing House 4.Training Program Tasks in Clearing Department I worked on following types of Clearings in National Bank 1. Procedure after scrutinizing 6. Procedure of clearing at clearing house . Inward Clearing ( Same Branch ) 2.

Training Program Tasks in Billing Department I was giving tutorial on the Billing department about :1. 2. How to perform Billing of Receipts How to pursue Billing Account of Account Holder How to post the balance after Billing Functions of Billing Department . 4. 3.

Outwards Bill for Collection ( Treasury Bills Documentary bill. Inward Bills for Collection ( Demand Drafts ) 2.Training Program Tasks in Billing Department I worked on following types of Bills in National Bank 1. Pay order) .

Functions of Billing Department . How to maintain Journal of Accounts 2. How to maintain Vouchers System 3.Training Program Tasks in Accounts Department I was giving tutorial on the Accounts department about :1.

Statement of daily affairs. Cash book or Cash cum day book. etc. Transfer book 5. . 3.Training Program Tasks in Accounts Department I worked on following types of Accounts in National Bank 1. General ledger 2. 4. Income and expenditure ledger.

Structure of HRM Department DEPARTMENTAL HIERARCHY Vice president Human Resources Manager Total compensation Manager people & Organizational development Manager Labor relations .

HRM Process in the Organization HUMAN RESOURCE MANAGEMENT PROCESS IN THE ORGANIZATION National Bank of Pakistan has an existing Human Resource development department. which operates to:• Increase the existing skills of the people existing • New people coming in the organization In order to achieve its objectives in a more efficient and effective manner .

labor laws and privacy is considered .HRM Process in the Organization HUMAN RESOURCE MANAGEMENT PROCESS IN NBP The HRM process consist of the interrelated activities in National Bank like :• Recruitment • Selection • Training • Compensation and supervision When applying the process diversity.

HRM Process in the Organization Human Resource Planning and Forecasting Organizational Study • • • • • To Determine the organizational mission Scan the organization environment Set strategic goals: Formulate a strategic plan Course of action is designed .

HRM Process in the Organization Human Resource Planning and Forecasting These are steps of Planning process in NBP • Determining the objectives • Defining skills required to meet objectives • Determine additional human resources requirements • Develop action to meet the anticipated HR needs .

.base forecasting This method uses the NBP’s current level of employment as the starting point for determining future staff needs in NBP • Bottom.HRM Process in the Organization Human Resource Planning and Forecasting Forecasting • Zero.up approach It is a forecast method in which each successive level of the NBP. starting with the lowest and forecast its employee requirements in order to ultimately provide an aggregate forecast of employment needs.

HRM Process in the Organization Human Resource Planning and Forecasting Forecasting • Use of mathematical models Mathematical model also use for forecasting HR requirements. It defines relationship between demand and the number of employees needed • Simulation It is a technique for experimenting with a real world situation through a mathematical model representing that situation .

HRM Process in the Organization Employees Recruitment & Selection Preliminary CV Screening by Software Entry Test and Initial Interview Preliminary Interview Selected Candidates HR Interview Final Panel / Group Interview Selection & Offer NBP Recruitment Process .

regarding new & middle level employees • Second. the training & development for long term plan.HRM Process in the Organization Training & Development NBP has devoid Two basic training techniques • First is related to the training and development of mid term plan. regarding the career development of higher level employees .

HRM Process in the Organization Training & Development • NBP applies on-job and off-job strategies to train its employees • NBP training & development academy advises Job rotation to ensure & facilitate the producing of all rounder .

in order to make it easy for the socializing and orientation of the new employees •NBP believes in pre-post training test for existing employees & post training test for new employees .HRM Process in the Organization Training & Development •The training plan is started at least 2 months before the commencement of New-year.

Loyalty and Devotion 2. Initiative and Drive 10. Flexibility 9.HRM Process in the Organization Performance Management In personal traits evaluation there are ten things 1. Interpersonal Relationship Skill 7. Intelligence 5. Team Spirit 4. Discipline and Punctuality 8. Fitness 3. Creativity and Innovations . Honesty 6.

3. Professional Knowledge Improving Corporate Culture Decision making ability Ability of visualize and plan Ability to act on emergent situation . 4. 2. 5.HRM Process in the Organization Performance Management And in performance factor there are also ten things 1.

Ability to implement decisions 7. Acquaintance with technological improvement . Ability to guide and create team work 8. Communication Skills 9. Customer Relationship 10.HRM Process in the Organization Performance Management 6.

HRM Process in the Organization Performance Management Performance Evaluation • An employee has not any right access to his/her Annual Confidential Report. but s/he will be informed. so that s/he can correct/improve/rectify himself/herself from his/her weaknesses if s/he has any. .

rewards etc .HRM Process in the Organization Performance Management • After finishing the Annual Confidential Report (ACR) in paper HR department enter those reports in the database • On the Basis of Evaluation Benefits are offered in terms of promotions.

Profit Sharing. insurance. taxes .HRM Process in the Organization Compensation . retirement. vacation. Benefits and Types Different types of compensation includes •Base Pay •Commissions •Overtime Pay •Bonuses. medical. Merit Pay •Stock Options •Travel/Meal/Housing Allowance •Benefits including: dental. leaves.

HRM Process in the Organization Organizational Career Management Promotion The criteria for promotion to a specified post usually merit-cum-seniority. A person will be eligible for promotion if :•Satisfactory records of service •Meets the criteria for promotion •Clear recommendation for promotion in his/her ACR If there is any departmental proceeding in underway against him/her or any penalty other than censure or warning has been imposed on him/her within the last three years then the employee will not be promoted. .

fraudulent activities . • The Person is Demoted to lower rank if the performance required remains same for three years • Sometimes Persons are not demoted but higher post may be created in the organization to the change the status quo of demoted employee •The Person may be Expelled on the course of bad conduct in law.HRM Process in the Organization Organizational Career Management Demotion / Expulsion The Organization Rules are set and handed over to the employee during the joining process. convicted by law .

he has to apply in Human Resource Department. If the branches reports are ok then the Head of HRD approve his/her resignation and send to the employee’s Branch Manager . If he fail to inform three months before then he has to pay three months gross salary amount • After an employee applying for resignation Human Resource Department will query all the branches that the employee has any transaction with any branch or not. He should notice Human Resource Department three months before he resign.HRM Process in the Organization Organizational Career Management Resignation • When an employee wants resignation.

Line manager writes to employee confirming meeting CC HR.HRM Process in the Organization Organizational Career Management Retirement • HR Department writes to employee CC line manager advising retirement date • • • • Line manager arranges informal meeting with employee to discuss plans and confirm right to request continued working. Employee chooses to retire at 65. Normal retirement procedures apply .

Provide some benefits to the heirs of the on job deceased 3.Arrange Educational funds or Benefits for the Employees .To provide immediate relief to any accidental causality 2.Arranges Variety Shows for the families of the Employees 4.HRM Process in the Organization Labor management Relations The Society for Labor welfare is formed within the NBP which functions with the help of mismanagement so form a good cohesive relationship and provide 1.

Bank with Lack of Facilities •Lack to Handle Foreign Exchange •Customers wants fast and innovative services •HR management is less existent •Motivational Tools are not followed •Promotion of employees is not done regularly .Critical Analysis •Practicing Human Resource Knowledge Effectively • Train Staff with latest IT tools and Knowledge •Improve General Banking Facilities •Change the Mind of Old Employees to Adapt IT •Unclear Brand Image of Bank •People Think it as Govt.

Govt. Large number of Branches 4.SWOT Analysis of NBP STRENGTHS 1. Huge Assets 6. Support Image 5. Deposits . Financial Strength 2. Large Number of Govt. High Percentage of Gross Profit 3.

Lack of IT Infrastructure 3.Low No.Traditional Approach 2.SWOT Analysis of NBP WEAKNESSES 1.Inside Recruitment ( Not on Merit) 7.Lack of Modern Banking Products 5.Burden of Running Extra Branches 4.Weak Customer Handling . of Online Branches 6.

SWOT Analysis of NBP OPPORTUNITIES 1.Electronic Banking 2.Micro Finance .

Retail Banking Overload 2.Ignoring Customers Needs 6.Financing Cost of New Projects 4.Fail to Float new Products Successfully 7.Administration Cost 3. Deposits 5.SWOT Analysis of NBP THREATS 1.Focusing only on Govt.Untrained Staff hurting the image .

NBP’s record on paper is awesome but it lacks the latest banking techniques and technology . NBP’s staff members are not Comparatively well trained 3. NBP’s pay large amounts on administration cost 5. NBP’s process of sanctioning advance is lengthy 2.Conclusion After the completion of my internship report I draw the following Conclusions :1. NBP’s Customer handling is poor 6. NBP’s HR Management is Poorly Working 4.

Stop Money laundering and white-collar crimes 9.Recommendations Areas Where Improvements is to be needed 1. Institutionalization of Human Resource Management 5. Internal & External Audits 2. General working conditions ought to be improved . Communications Skills 3. Look into Scope of Investment Banking 7. Research and Development facilities should be improved 6. Aggressive marketing strategies in banking 4.

Thank You .

You're Reading a Free Preview

Download
scribd
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->